FREQUENTLY ASKED QUESTIONS

 

Is this a new benefit or a replacement for existing benefits?

No.

This approach does not replace or modify any existing benefits. Current benefits remain exactly as they are.

Participation, if offered, is entirely voluntary.

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Does this increase wages or salaries?

No.
Wages, salaries, and pay structures are not changed. This strategy capitalizes on the typical cafe plan payroll structure, rather than payroll amount, which can improve outcomes for employees who choose to participate.

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Does this cost the employer money?

No, employer funding is not required.

The strategy is designed to operate within existing payroll and insurance frameworks, without creating new budget obligations.

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Is participation required for employees?

No.
Participation is completely optional. Enrollment is made available via mobile app. 

Employees who do not participate, experience no change.

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Does this increase administrative work for HR or payroll?

No for HR.

The administrative payroll process is designed to be low-touch. We use AI compatible software when possible.

Payroll operations remain unchanged, and implementation is structured to minimize additional workload.

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Is this legal and compliant?

Yes.
This strategy:

• operates within established payroll and insurance regulations

• is subject to institutional guidelines , underwriting , and approval

• follows documented compliance and oversight standards

• approved for companies in all 50 states

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Is this insurance?

This strategy includes access to fully insured, supplemental employee benefits for participating employees.

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Why haven’t we seen this before?

Many organizations focus on wages and benefits separately. This approach evaluates how payroll is structured, which is often overlooked.

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Who is this most appropriate for?

This strategy is typically explored by organizations that:

• want to support employees more financially

• face real constraints around wages and budgets

• have steady or increasing employee turnover rates

• prefer voluntary options over mandates

• want to avoid long-term liabilities

• need more cash flow

 

What is the next step if this seems relevant?

The next step is a short orientation conversation to determine whether this approach fits your organization’s constraints and priorities. There is no obligation and no commitment required.

 

What if this isn’t a fit for us?

That’s perfectly fine.

This overview is designed to help organizations to know and decide quickly whether the strategy is worth exploring further.

 

Can you send us materials to review internally?

This approach is best understood through a brief orientation first.
Materials are typically shared after that conversation to avoid misclassification or confusion.

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Who should be involved in the orientation?

The initial conversation is usually most effective with whoever oversees company profitability and financial planning.

HR is typically involved later for implementation support, if appropriate.

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What determines whether it's a "good fit" for a business?

The proforma report will show the exact financial impact of the strategy on the business and the employees individually.

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How do I get a proforma report?

Have Payroll copy and save the most recent payroll ledger to a PDF and submit for analysis. **Feel free to redact personal employee identifiers ( name, ssn, phone number). It is not required to provide the data requested. 

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How much does a proforma report cost? 

It's free. No obligation , No hassle , No risk.