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360 Preventative Health Plan
Access to real medical benefits that are compliant with the IRS. This is not a wellness plan.
DEEP DIVEDEEP DIVE
✓ New benefits without the spend
One program designed to protect your health, income, and family.
Prepared for
Your Company
Built for the people who make Your Company run.
Compliance first
Two components work together inside an IRS-compliant structure — real medical benefits, plus an economic benefit that keeps the program compliant.
Access to real medical benefits that are compliant with the IRS. This is not a wellness plan.
An economic benefit that keeps the program compliant — guaranteed issue, permanent, and portable.
Read a preventative health education each week — delivered by mail and email. That generates the reward in your paycheck.
IRC 213(d) medical benefits make the plan compliant — designed not to create the double dip.
Comprehensive virtual healthcare
Easy and convenient. Nationwide coverage. Works alongside your existing medical plan — not instead of it.
✓ Covers up to seven family members
Financial security for every stage of life
No medical exams, questions, or exclusions for preexisting conditions.
No requalification while the premium is funded. You own the policy — keep funding it from your own bank account if you retire or separate from service.
Members receive up to $150,000 in death benefit, helping provide financial security for your loved ones.
The policy builds guaranteed value over time. Once it does, you can take withdrawals or loans against it.
Provided by the Oaceus 360 PHP
Access a portion of your death benefit during qualifying health events.
Support when a chronic condition affects daily living. Performs like long-term care, but you decide who your caregiver is.
A lump-sum cash benefit for a covered accidental injury, helping offset unexpected medical expenses.
A cash benefit for covered hospital stays due to illness or injury.
For members
Every week, a short preventative health education arrives in your inbox. Opening and reading it is what qualifies you for the participation reward — a reward credit on your paycheck.
The Oaceus Program contribution runs through a Section 125 cafeteria deduction, which lowers the taxable wages before taxes are calculated. Less taxable income means less federal, state, and FICA tax withheld — that's where the savings comes from.
Those freed-up tax dollars fund real benefits: 24/7 virtual care with $0 copays, screenings, mental health support, and a guaranteed-issue universal life policy you own.
The deduction comes back as the reward credit, and the tax savings cover the life insurance premium and admin fee. Your take-home pay stays exactly the same — the next slide shows it line by line.
Before & after · weekly paycheck example
Why the net pay is the same
Benefits are available for up to 7 members per employee enrolled. The paycheck may increase slightly depending on hours worked, W-4 status, etc.
This funds your Guaranteed Universal Life policy and the admin fee. ↙
Qualifying and enrolling
Full-time benefit-eligible employees working a minimum of 30 hours a week. We analyze paycheck details and W-4 status and confirm tax savings are generated — then the employee is qualified.
Enough tax savings must be generated to fund the benefits, so it may be due to the employee's tax elections or deductions. HR can review the details with them.
Yes — they can sign a salary reduction agreement to fund the benefits out of their paycheck.
For employers · value created
The 360° PHP installs inside the payroll you already run — tax costs step down, and every other measure of the business steps up.
Modeled FICA savings — approximately $650–$900 per participating employee per year — lower your payroll tax line. Varies by workforce composition, salary distribution, and election rates.
A full preventative health plan — $0-copay care, labs, mental health — plus guaranteed-issue Universal Life with living benefits, funded through the existing plan structure.
A richer package for recruiting and retention — and preventive care modeled to lower claims, especially if you self-insure.
Modeled savings flow to EBITDA — and EBITDA carries a multiple at exit.
Charts are illustrative, not to scale. FICA figures are modeled; actual results vary by workforce composition, salary distribution, and election rates. Claims impact modeled, not guaranteed.
For employers · model it with your numbers
Modeled average savings: approximately $650–$900 per participating employee per year — varies by workforce composition, salary distribution, and election rates.
The mechanism: employer FICA responsibility is 7.65% of gross wages. Single W-4 elections allow a $950 monthly wage adjustment, elections with dependents $1,250 — the $30/employee/month admin fee is paid from the savings.
Applies to 4,500 of your enrolled employees.
Applies to 4,500 of your enrolled employees.
9,000 preventative health plans offered · net of admin fees, enrolled employees only
The 360° PHP as an acquisition tool
The savings count as profit (EBITDA), and buyers pay a multiple of profit. So $5,848,200 a year in modeled savings becomes about $35,089,200 of company value at a 6× multiple.
Lower absenteeism
Higher profitability
Higher productivity
Lower turnover
Healthy, engaged teams grow the profit the multiple is applied to. Source: Gallup Q12 Meta-Analysis, 10th Ed. (2020); SHRM.
How we compare
Several programs claim the same code sections. The difference is what each one can substantiate — mixed-in wellness, after-the-fact reimbursements, and inflated net pay all break under scrutiny.
360° Preventive Health Program
For HR and payroll teams · Autopilot
A new benefit usually means enrollment meetings, forms, payroll edits, and a quarter of HR's time. This one doesn't. Autopilot runs eligibility, enrollment, deductions, and verification end to end, through direct payroll integrations or a file pipeline for systems without one.
Every employee is qualified automatically against real paycheck data: wages, W-4 status, existing deductions. Nothing for HR to collect, chase, or review.
Autopilot reads each actual paycheck back and checks it against the model, every cycle. Exceptions go to Oaceus — not to your team.
Every check, enrollment, and change is recorded as it happens. When someone asks, the file already exists — no one has to assemble it.
Qualifications
A minimum of 50 full-time employees.
Employers must offer an ACA-approved health plan. Employee enrollment in it is not required.
At least 30 hours a week, considered full-time. Part-time and seasonal employees automatically do not qualify.
Determined by tax withholdings — gross wages, payroll deductions, and W-4 status. Eligibility can vary with the tax savings generated; non-qualified employees can purchase the benefits.
Serving the American workforce
Everything you get
A full preventative health plan, a permanent life policy, and the economics that fund them — one program.
Savings and outcomes are modeled; results vary, and not all employees qualify. Adoption rates assume opt-out enrollment executed with full communications support. Universal Life products are subject to state availability.
First-of-month start · Autopilot implementation · enrollment supported end to end
Assumptions & disclosures: Employer FICA rate 7.65% of gross wages. Wage adjustments of $950 (single) / $1,250 (with dependents) per W-4 election; $30/employee/month employer admin fee. Example assumes 12,000 benefit-eligible employees at 75% enrollment (9,000 plans, even single/dependent split) and an illustrative 6× EBITDA multiple; actual multiples vary by industry, size, and deal. Savings apply only to benefit-eligible employees enrolled in the program. Paycheck examples are illustrative and not a guarantee of specific outcomes. This material is for informational purposes only and is not tax, legal, or investment advice; consult your own advisors. Universal Life Insurance products are subject to state availability. Oaceus Insurance Services · License NV 3808765. © Oaceus. All rights reserved.