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Text Content

 * About UsHow it Works
 * Benefits
   EmployeeEmployer
 * Testimonials
 * FAQsContact Us
 * Book a Demo Call





BETTER HEALTH LESS TAXES, HAPPIER EMPLOYEES.

Enjoy cost savings every month on FICA Taxes, while keeping your current health
plan at no cost to your company or employees.

Employer BenefitEmployee Benefit

$0 Copay benefit

Unlimited 24/7 virtual care

Zero dollar cost to enroll




$275,000/YEAR

Average savings for the
business owner


160,000+

Total Healthy employees
enrolled


11 YEARS

Years of experience


WHY CHOOSE US

With 11 years of experience and a team of experts, Our revolutionary health
plans are designed to benefit both your company and your employees and improving
physical and financial well-being at no extra cost.

Choose us for innovative, cost-effective healthcare solutions.

Book a Demo Call


EMPLOYEE BENEFITS




$1,500/YEAR INCREASE IN NET INCOME


ZERO COST COPAY & PRESCRIPTIONS


UNLIMITED 24/7 VIRTUAL CARE


EMPLOYER BENEFITS




$573/YEAR SAVING PER EMPLOYEES


OFFLOADING CLAIM SAVINGS


HEALTHIER & HAPPIER EMPLOYEES


WHY CLIENTS TRUST US

“I wanted to write you this letter to say thank you. Our company enrolled to the
program 2 years ago and we are proud to be able to offer it to our
much-appreciated employees!”


JENNY WILSON

“We are continuing our use of this program in 2021. It has saved us and our
employees money on payroll taxes which makes them and our CFO very happy”


HARRIS BENBASSET

“This program has been a game-changer for our team, emphasizing the importance
of individualized health and habits. It's an eye-opener that many tend to
overlook.”


JAMES SIMMONS


WHAT IS THE SECTION 125 PLAN

Employees receieve an average pay increase of $1,500 per year

Employees gain access $0 copay doctor and urgent care visits, preventative care,
mental health support, and more.

Employer saves a guaranteed $573 per employee per year in payroll taxes.

A Section 125 cafeteria plan allows employees to pre-taxes money for benefits
such as health insurance, dental care, childcare, and even convert taxable
benefits like a cash salary into nontaxable benefits, all of which can be
deducted from an employee's paycheck before taxes are paid.

This not only saves employees money, offers more benefit choices, and makes work
more satisfying, but it also improves their health, increases their take-home
pay, and saves money for the employer by reducing payroll taxes.


DISCOVER YOUR ANNUAL SAVINGS


FIND OUT HOW MUCH YOUR BUSINESS CAN SAVE WITH OUR HEALTH PLAN

Savings Calculator


CALCULATE YOUR SAVING

Enter Number of Employees:
Calculate Savings
Employer Guaranteed Saving:
Employee Net Pay Increase:
Total Financial Impact:
Call Us


BEFORE


AFTER




BOOK A DISCOVERY CALL




FREQUENTLY ASKED QUESTIONS (FAQS)


DO I HAVE TO CHANGE INSURANCE?

No. Our plan is a self-funded overlay program that supplements existing
traditional medical insurance plans.


DO EMPLOYEES NEED TO CHANGE PROVIDERS OR MEDICAL CARE?

No. Employees who voluntarily enroll into our plan can continue to use the same
providers and receive the same medical care they’re already receiving through
their traditional medical insurance.

The Plan can provide additional options for better quality care and cost savings
as identified by the physician of record, but employees are not required to take
those options.


WHY DID MY EMPLOYEE’S PAYCHECK GO UP?

Each pay period, a pre-tax deduction comes out of each employee’s paycheck to
help fund the employer-sponsored plan. The typical taxes are then taken from the
now reduced pre-tax pay, and employees receive a post-tax benefit after
participating in a monthly healthcare activity that triggers a CPT code and
explanation of benefits. (Triggers are as simple as watching a video or reading
an article).

In short, a lower adjusted gross income results in lower taxes, which raises an
employee’s take-home pay after The Plan post-tax benefit is added to their
paycheck!


HOW DO I IMPLEMENT THIS PLAN TO MY EMPLOYEES?

It’s simple! Once you send us a copy of the census, we can begin to identify
your potential savings per employee.


WHAT BENEFITS ARE INCLUDED?

• Unlimited access to Concierge’s advocate approach to health care.
• It’s having a doctor available 24/7 at your beck and call.
• Resolve workplace misconduct easier and smarter with our Work Shield.
• Our Work Shield is an unbiased third party that works to efficiently manage
reporting, investigation and     resolution of workplace harassment,
discrimination and misconduct issues in their entirety.


CAN WE BEGIN PARTICIPATING IN THE PROGRAM AT ANY TIME?

Yes, and every month you wait, you’re losing out on potential FICA savings per
employee!


WHAT PRESCRIPTIONS ARE COVERED?

A robust list of nearly 200 generic and brand name prescriptions is covered by
The plan Plan™, including many of the nation’s top-prescribed drugs such as
simvastatin and atorvastatin for high cholesterol, amlodipine and lisinopril for
high blood pressure, levothyroxine for hypothyroidism, and bupropion for tobacco
cessation, as well as antibiotics like azithromycin and amoxicillin, pain
management medications like gabapentin and meloxicam, and mental health
medications like lorazepam and clonazepam (see formulary list for full details).

Prescriptions not on the list may also be covered at a significant discount.


IS THE PLAN COMPLIANT?

Yes. The Plan is a qualified Section 125 plan set up as a self-funded
employer-sponsored plan that is 100% funded by employees through a pre-tax
payroll deduction. The amount deducted represents the maximum claims for the
policy year. The third-party administrator (TPA) holds the monies in a custodial
account and pays claims as they incur in accordance with the plan document and
the schedule of benefits. The definition of a claim is defined as claims made to
providers, facilities, pharmacies, or employees.

Claims to employees result when an applicable CPT code is triggered with a
corresponding explanation of benefits (EOB). Examples of these claims include
preventive examinations, biometric screens, health risk assessments, and chronic
medication fulfillment. Claims made to employees are neither taxable nor
considered ordinary income. The amount of premium charged to employees is
actuarially set to cover the claim risk on the plan while meeting a desired
medical loss ratio (MLR). At the end of the plan year and the runout period, any
potential surplus left in the claim account is considered a plan asset to the
employer.


DOES THE PLAN MEET THE DEFINITION OF MINIMAL ESSENTIAL COVERAGE (MEC)?

Yes, The Plan meets the definition of MEC.


Our plan is specifically designed to be great for your company while also being
great for your employees.

The company will see a net savings for each employee. The employee will receive
extra benefits as well as an increase in their net-take home pay.


CONTACT

info@myloomhealth.com

1012 mundet place  #560, Miami, FL 902347


HEADING

About usHow it worksBenefitsTestimonialsFAQs


HOW MUCH CAN WE SAVE YOUR COMPANY?

SCHEDULE A FREE CONSULTATION TODAY!

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