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Built with and for American Employers & Employees


Principle: Every structure has downstream effects  on outcomes.


There isn't a negotiation or a presentation to be judged.


 We provide structural optimization with specific systems and mechanisms
that produce favorable financial outcomes.


They are either favorable enough to move — or they are not.
The decision is binary and obvious.


But it will be yours to make.


— Mike Plummer, Founder & CEO
American Employer Foundation

THE PROBLEM

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Most organizations are losing real money every payroll cycle — and have no idea.

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The inefficiency isn't negligence. It's structural. Payroll and employee benefits have historically operated in silos, creating a gap where unrecoverable cash flow quietly disappears — cycle after cycle, year after year.

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No one flags it. No standard financial review finds it. And your payroll administrator has no financial incentive to look.

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The PICO™ Enterprise Structural Model was designed to close that gap.

THE SOLUTION

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The PICO™ Enterprise Structural Model does what no standard payroll review, benefits audit, or financial assessment is designed to do — it diagnoses the structural gap between payroll and employee benefits, then optimizes it into a recoverable cash flow advantage.

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This isn't a workaround. It's a model — engineered to identify what's been leaking, quantify what's recoverable, and implement a structure that works with your existing payroll infrastructure.

 

The result is a permanent shift in how your organization processes compensation — one that reduces employer costs, improves employee outcomes, and creates a measurable financial return every single payroll cycle.

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The inefficiency was always there. Now, for the first time, so is the fix.

Three Benefits of Structural Optimization — One Integrated Solution 

I

 Employer Cash Flow Optimized

Payroll architecture reduces net employer cost every pay cycle through compliant structural realignment within existing federal tax frameworks.

II

Employee Compensation

 Employees receive increased take-home pay without requiring salary increases, improving compensation satisfaction and reducing financial stress. 

III

Employee Satisfaction

Structural compensation & well care improvements directly correlate with reduced voluntary turnover, absenteeism, and the associated replacement costs. 

Payroll is not a peripheral function. It is the economic infrastructure of the enterprise. Structural optimization at the foundation compounds throughout the organization.

Proven Outcomes

Organizations implementing the PICO™ framework have reported the following results:

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 Results vary based on organization size, payroll structure, and industry vertical.

 Implemented Within Established Regulatory Frameworks

 The PICO™ Enterprise Structural Model operates entirely within applicable sections of the Internal Revenue Code and existing compensation regulations. Implementation methodology includes:

  • Structural alignment within applicable federal tax frameworks

  • Documentation architecture supporting employer governance standards

  • Administrative coordination designed to minimize operational disruption

  • Data handling protocols appropriate for sensitive payroll information

Implementation is designed to integrate within existing payroll systems without altering employer control or introducing external operational risk.

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Structural integrity and regulatory discipline are foundational to the model.

Determine Your Organization's PICO Potential

 A direct, no-obligation conversation about whether your payroll structure qualifies and what the projected impact would be.

 

​Request a Structural Assessment

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Calculate Turnover Cost

American Employer Foundation
Advancing Payroll Efficiency for American Employers 
6220 Westpark Dr. Suite 149G, Houston, TEXAS 77057

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