What Is?

The SIMRP

Infinite Savings Plan

What Is The SIMRP?

A SIMRP is an ADA, ERISA, HIPAA, and IRS-compliant employee benefit intended to create a tax and healthcare cost savings for employers and employees alike.

Program Highlights

Designed as a continuous, scalable savings model, offering employers sustainable tax benefits while enhancing employee health and financial well-being.

Significant Tax Savings ~$550/Employee Per Year
Lower Major Medical Utilization & Premiums
Enhanced EAP (employee assistance program)
$0 Net Cost to the Company or Employees

Schedule A Call

Employer Benefits

The plan provides significant benefits to businesses.

No Cost To Your Company

All Program Costs are Funded by Tax Savings. Expected Employer Savings is Net All Program Costs.

Reduced HR Burden

Plan Administration is Provided

as Well as a CPA Team and

TPA for Billing Ease.

Major Medical Savings

Reduction in Major Medical Premiums.

Average of $1,400 per Employee Per Year Over 3 Years.

Tax Savings

Average Savings of $550/Employee Per Year (net fees).

This is Not an End-of-Year Write-Off.

See Savings in the First Quarter.

Improved Productivity

Offer an Enhanced Benefits and Employee Assistance Program to Reward Loyalty, Reduce Absenteeism, Lower Turnover

& Attract Quality Talent.

Employee Benefits

Wellness Benefits

EAP Services

Employee Assistance Program

Short-Term Counseling

Financial Consultations

Work-Life Coaching

Legal Advice

Sam by UCM

On-Demand Virtual Care

24/7 Medical Providers

Mental Health Counselors

Urgent | ER Care

Primary Health Visits

Freedom 365

Virtual Recovery System

World's First Interactive Recovery

Addiction Counseling

Early Warning Screening Tool

Relapse Prevention Program

CoupleWise

Online Couples Counseling

Best-Selling Author, John Gray

Team of Professional Counselors

Discreet Counseling

Conflict Resolution Course

Supplemental Benefits

We offer a wide range of benefits to meet your insurance needs.

Chronic Illness

Protects employees against the financial burden of a chronic or critical illness diagnosis.

Short-Term Disability

Offsets accidents and illnesses which can leave employees unable to work for a period of time.

Critical Illness

Protect your employees against the financial burden of a covered critical illness diagnosis.

Accident Plan

Financial support that helps individuals manage the costs associated with accidental injuries.

Hospital Indemnity

Designed to provide financial assistance during hospital stays, paid directly to the individual.

Life Insurance

Provides a death benefit which ensures financial security for loved ones left behind.

Cancer Plan

Helps cover the costs associated with cancer treatment, which often exceed health insurance coverage.

Long-Term Care

Designed to provide financial assistance during hospital stays, paid directly to the individual.

Eligibility Requirements

Requirements for Participation

in the SIMRP Program

10 Employees: The company must have 10 employees.
W2: Employees must be W2.
$22,000: Employees must earn $22,000/year.
Health Insurance: Employees must have access to health insurance either through an employer-sponsored plan, a spouse, parents, or through the marketplace.
Medicare | Medicaid: Employees cannot be enrolled in Medicare or Medicaid.

What The IRS & CPA's Say

Generally, medical care reimbursements paid for an employee under an employer’s self-insured medical reimbursement plan aren’t wages and aren’t subject to social security, Medicare, and FUTA taxes, or income tax withholding.

— IRS Pub 15, 2024

Employer’s Tax Guide

The ACA increased incentives for employers to adopt self-insured healthcare programs. More focus is being placed on consumer based approaches with an emphasis on preventative care. One approach is to establish a SIMRP program.

— The CPA Journal

(Opportunities for Tax and Cost Savings)

The program saves employers money due to a reduction in FICA taxes paid because the amount elected by the employee to be contributed to the plan is not considered to be wages and therefore not taxable for Social Security purposes.