Traditional insurance carriers build profit into your premiums, often with little transparency, whereas PAYROLL RESCUE focuses on efficiency - using proven strategies like claims redirection, PBM (Pharmacy Benefit Management) optimization, and plan mirroring to reduce costs while also protecting employee benefits.

YES, this is indeed an innovate, new major-medical group health insurance plan that will replace your current group health insurance.

Most businesses save 20% or more on premiums without reducing employee benefits. On average this means savings of about $2,400 per employee per year. Some employers see even higher savings depending on their claims history and PBM (Pharmacy Benefit Management) spend.

We use your actual payroll and claims data to show projected savings. While each company's results depend on utilization and plan adoption (so that specific outcomes cannot be absolutely guaranteed), PAYROLL RESCUE's strategies are designed to provide you with predictable cost reductions year after year.

Employees will notice improved benefits - like access to medications at $0 copay and more efficient claims processing - but they won't lose access to their doctors or see higher costs.

Employees receive the same style of ID Cards and have access to dedicated support for claims, prescriptions and questions.

To benchmark your plan, we need a few key documents: payroll census, major medical plan details, and PBM spend/claims letters. We provide you with a copy of what to ask for in your spend/claims letters, and after that our team handles the rest.

Once the benchmarking and analysis are complete, implementation usually takes 30 to 60 days, depending on payroll setup and carrier transition timeliness. We've designed our entire process to be as smooth as possible. Expect 6-8 weeks from first meeting to implementation. HERE'S WHAT THAT LOOKS LIKE:INTRO CALL (DAY 0) - We'll walk you through our unique, new Group Health Plan and determine together if it is a good fit for your company - and if so - when to begin.PAYROLL MEETING (DAY 7) - We meet with your payroll administrator to get a full employee census via your payroll platform. With payroll software, it's just a few clicks.SAVINGS DISCUSSION (DAY 14) - Now that we have all the data we need, we'll show you exactly what your savings picture looks like. Remember, these savings start accruing the very first time you run a payroll after enrollment. You'll pick from your options and we'll get the paperwork together.EMPLOYEE ENGAGEMENT (WEEKS 3-7) - We'll spend about 30 days getting your employees ready for the change. We provide full support to your team and employees throughout this process.GO LIVE (WEEK 7 OR 8 - DEPENDING ON PAYROLL CYCLE) - Employees are enrolled, adjustments are made on your payroll system, and more money stays in the company bank account each payroll cycle.ONGOING SUPPORT (IN PERPETUITY) - The PAYROLL RESCUE Team is here to provide ongoing advice and support long after the program is implemented, including updates to the Program based on any new regulations or tax code updates to help ensure that your company always remains 100% compliant.

YES, all PAYROLL RESCUE Plans are fully compliant with ERISA, HIPAA and ACA guidelines, as well as with all applicable IRS Codes, such as Section-125, 213(d), etc.

PAYROLL RESCUE uses secure portals and encrypted transfers for all data. Sensitive information should NEVER be emailed, and we provide HIPAA-compliant systems for document exchange.

There are NO net out-of-pocket costs for either your company or your employees. The program's services are funded entirely by employee pre-tax contributions. This is possible due to the program's billing structure, where billing occurs after the tax savings have already been realized. In short, the program operates entirely within payroll, creates immediate tax advantages, and requires no upfront payment. So, there are NO net out-of-pocket costs and no set-up charges associated with offering the PATRIOT PROGRAM to your employees.

NO. No changes to your current health benefits are required. The PATRIOT PROGRAM complements either your current health plan or PAYROLL RESCUE's plan. A nice thing about the PATRIOT PROGRAM is that it can be implemented any time you want and does not have to wait until your group health plan comes up for renewal (and really, the sooner the better). If you do not offer a group health plan, that is okay. Employees can still participate as long as they are enrolled in a qualifying major medical plan elsewhere, such as through their spouse or the individual marketplace. (And PATRIOT makes available a cost-shared Minimal Essential Coverage - or MEC - Plan for those employers that do not offer major medical insurance to their employees.)

The PATRIOT PROGRAM is structured to promote consistent proactive health engagement through any one of many monthly activities completed by participants on their Personal Health Dashboard. Completion of these activities qualifies participants to receive non-taxable wellness rewards, provided they maintain eligibility. The employer does not have to track activities and eligibility, as that is all done by the program itself.From a compliance standpoint, the program is fully integrated within a Section-125 Cafeteria Plan and is designed to meet the requirements of not only IRS Section 125, but also those of HIPAA wellness programs and the DOL's nondiscrimination standards. However, it is not intended to stand alone. To remain compliant with ACA mandates, it must be paired with an ACA-compliant group health plan (be it yours, theirs or someone else's). This ensures the Program remains supplementary, voluntary and aligned with federal tax and benefit laws.More information on compliance is shared in a Presentation of the Program to your Company, that you can access at the Link on the "Next Steps" Page of this website. The law firm of Professional License Legal Services of Texas, which specializes in serving employers who offer these types of workplace wellness programs to their employees, has gone through the PATRIOT PROGRAM very closely and has awarded it their legal audit defense policy because they believe it firmly complies with all current IRS Codes and other agencies' rules and regulations.Furthermore, Hitesman Law, P.A. - widely recognized as an expert on ERISA and Health and Wellness Programs - has thoroughly reviewed the PATRIOT PROGRAM and has issued it an Executive Summary Report, concluding that "The plan design, plan documentation, and operational activities have been reviewed for compliance with the applicable law described above: ACA; Code Sections 105, 213(d), 125; Revenue Ruling 69-154; HIPAA Privacy and Security; and ERISA. A legal protection policy is available to the employer providing (1) up to $500,000 in legal protection to the employer for any federal regulatory actions arising from use of the plan, and (2) up to $10,000 for any employee who experiences federal regulatory oversight action regarding utilization of the Program." If you would like a copy of this Executive Summary Report, use the Contact Us Form on the last page of this website.[On a further note, the PATRIOT PROGRAM does NOT contain any fixed indemnity products. The IRS Chief Counsel has warned about the improper use of indemnity products in some wellness programs, and rightly so, because it can make employee "reimbursements" taxable, which can create quite a problem if audited. Rather, the PATRIOT PROGRAM is similar to a WIMPER - a Wellness Integrated Medical Plan Expense Reimbursement - that uses only actually incurred and documented (audit-ready) IRC Section 213(d) Qualified Medical Expenses (QMEs) with which to "reimburse" - or rather REWARD an employee. Again, we refer you to the legal opinions of the PATRIOT PROGRAM of both Hitesman Law and Professional License Legal Services above.]

The PATRIOT PROGRAM is subject to ACA mandates but cannot satisfy ACA requirements on its own. It must be offered in conjunction with an ACA-compliant health plan, such as your Company's group health plan, that of a spouse or other family member, or even the Individual Marketplace. To participate, individuals (employees, spouses or dependents) must be continuously enrolled in an ACA-compliant plan in order to maintain eligibility for the Patriot Program.

To get started, the employer needs to complete just a few initial administrative steps. This includes signing the required legal documents, including the "Business Associates Agreement" (i.e., the HIPPA Document) with the US HealthCenter, the Client Services Agreement with Patriot Preventive Care, and the ACH Authorization Agreement with Patriot's Third-Party Administrator (TPA) - Premier Pension Solutions - (i.e., the "3 Docs"). This is followed by submitting a basic census of eligible employees and coordinating access to their payroll system (or service provider) for setup. Once these items are in place, Patriot will provide the Basic Plan Legal Document and the Summary Plan Description, while the US HealthCenter (USHC) manages the rest.You will be assigned a dedicated onboarding coordinator who will walk your team through the entire setup process. From orientation calls to payroll testing, documentation and employee education, we stay actively involved until the first payroll completes successfully, and we remain available for any support you need thereafter. So your main duties are limited to submitting the requested documentation, providing access to your payroll system or representative, and confirming that the deduction codes we create match your expectations. After that, your day-to-day lift is minimal, typically only a couple minutes each payroll cycle.

The onboarding process begins with an orientation call between your team, US HealthCenter (USHC) and (if applicable) your payroll vendor. After paperwork is finalized and census data submitted, we set up payroll deduction codes, prepare employee communication materials and run a test payroll. Once all the steps are confirmed, the program goes live on the first pay period after the effective date.Most groups are fully onboarded in two to four weeks. The timeline depends on how quickly documents are signed and how responsive the payroll coordination process is. Faster launches are sometimes possible, but it's best to allow enough time to avoid missteps.

US HealthCenter (USHC) provides a complete suite of educational materials to support the Patriot Program, including digital brochures, flyers, compliance notices and benefit summaries. All assets are pre-designed, branded and made available through secure channels for employer distribution.

USHC manages all pre-enrollment communications, including announcement emails, opt-out notices, welcoming emails and activity reminders. These are sent directly to employee email addresses as provided in the payroll census. Employers are not responsible for managing these communications.

Opt-outs are managed directly by USHC in coordination with Patriot's toll-free customer service line, which includes bi-lingual representatives. Employees who wish to opt out must call this number and verbally record their decision. Each opt-out is documented and stored indefinitely by USHC for compliance purposes.The opt-out window spans a total of six weeks, two weeks before the program's effective date and four weeks after. Once this period ends, employees can only opt out if they experience a qualifying life event. Late opt outs are not permitted without special approval from the Plan Administrator. Employers are provided a final deduction list after the opt-out window closes and are responsible for applying deductions and rewards according to that list.

New hires become eligible the first of the month following 30 days of employment. There is no extra work on your part - just include them in your normal payroll submissions - and USHC will automatically oversee enrollment communications, activation and compliance tracking from there.