Does this replace our existing medical plan?
No. The program is evaluated alongside the employer’s existing medical coverage. Hawaii coverage obligations still need to be reviewed independently.
How much can an employer save?
The standard projection is $1,119.20 in annual employer FICA savings for most enrolled employees. Employee-level savings can be lower above the applicable FICA wage-base cap. A company total requires employer-specific census, wage, election, participation, and payroll facts.
Is participation automatic?
No. Eligibility, elections, and participation must follow the adopted plan documents and applicable rules. The ProForma can model several participation scenarios.
Is this guaranteed to be compliant?
No website or sales conversation can guarantee compliance. The structure uses established sections of the Internal Revenue Code, but compliance depends on plan design, documentation, administration, payroll execution, and the employer’s facts. Employers should involve their qualified advisors.
Who owns the plan?
The employer. The WIMPER program is designed as an employer-owned and employer-run arrangement.
What happens first?
A fit review and ProForma. If the numbers and operational requirements do not merit further work, the employer should stop there.
Should we email employee census files?
Not through ordinary email. Start with aggregate company information. If detailed employee information is needed, use an approved secure path and send only the minimum necessary data.