Attentive Preventative Care Management Program is the designer and administer of the program.
Attentive Preventative Care Management Program is based upon research into existing IRS codes and regulations. The plan is a robust wellness program that has been validated by the GE/Intel Validation Institute to be 80% – 90% reliable in pre-disease predictive analytics. As health costs are rising and outcomes are poor (sicker populations), those managing the claims and workforce populations are seeking solutions.
The value to the employer is the ROI that comes from a Section 125 Cafeteria Plan that results in an average FICA savings of 550.00 dollars per annum per wellness participant. There is a 1-2% reduction in total expenditures from a decrease in claims from employees using the wellness benefits. This translates into 1,400 dollars per participant over a three-year period derived from mitigating population health risk management. Results drive reduced claims—68% of callers to our doctors, RNs, and health coaches result in a reduced level of services saving time and money; alternative care includes self-care options 29% of the time avoiding all costs; 72 percent of likely ER visits were mitigated by more appropriate care. A healthier population with less sick days, reduced benefits costs and more flexibility to be creative with savings (contributions to 401k) all add value to attracting and retaining employees.
The value of the Attentive wellness program to the employee is a superior wellness program that offers medical care along with the ability to buy valuable supplemental benefits without lowering their take home pay. A wellness reserve is created by pre-taxing the wellness plan according to IRS regulations. The result is a tax savings called a wellness reserve. The reserve averages 150 dollars per month or 1,800 dollars per annum to purchase ancillary products such as whole life with a cash value, GAP insurance, critical illness, accident, short term disability, hospital, cancer, GAP covering high deductibles, or other value-added benefits after tax. The preventative reimbursement is according to IRS guidelines for medical care reimbursement. The participation is incentivized by the allowable reimbursement and supplemental benefits available from compliant participation.
Strong incentives motivate individuals to be accountable for their health. Statistical reduction in claims, reduced health risk management costs, and healthier outcomes result in healthier and happier employees. Incentivized benefits without the need to reduce take-home pay attract quality employees and less turnover. Employer saves on FICA taxes, has reduced claims, and provides increasing benefits.