Tax-Advantaged Employee Wellness Program
1st Capital Financial’s WIMPER Program is a first-of-its-kind employee wellness program that saves you money with no additional cost to you or your workforce.
Learn More About Our WIMPER Program
18 to 30%
Workers’ Comp. Insurance Savings
Up to $900
Per Employee Payroll Tax Reduction
Zero-Net Cost
Introducing a Thoughtfully-Designed and Holistic WIMPER Program
Lower your business’s labor costs and invest in your employees’ health and well-being with 1st Capital Financial’s WIMPER Program.
Highest Value WIMPER Program Available
Customizable Suite of Employee Benefits
IRS, ACA, ADA, ERISA, and HIPAA Compliant
WIMPER Program Overview
What Is a WIMPER Program?
The value of coverage by an employer-provided wellness program that provides medical care (as defined under § 213(d)) generally is excluded from an employee’s gross income under § 106(a), and any reimbursements or payments for medical care (as defined under § 213(d)) provided by the program is excluded from the employee’s gross income under § 105(b).
A Wellness and Integrated Medical Plan Expense Reimbursement (WIMPER) program is a unified healthcare model comprised of a Section 106 Wellness Plan, a Section 105 Self-Insured Medical Reimbursement Plan (SIMRP), and a Section 125 Cafeteria Plan that produces a tax advantage.
At A Glance
We understand the challenges employers face in today’s labor market. That’s why our WIMPER Program was purposely created to democratize access to high-quality, customizable health and wellness benefits that meet employees’ needs and expectations.
Primary Benefits
WIMPER Program Benefits
What Are the Benefits of a WIMPER Program?
Dental
Vision
Accident
Critical Illness
Hospital
Life Insurance
Telemedicine
Mental Health Services
Diet and Lifestyle
Health Education
Preventative Care
Primary Care Visits
Specialist Visits
Virtual Primary Care
Virtual Urgent Care
Prescriptions
Whole Family Care
Live Medical Support
Minimum Essential Coverage (MEC)
Great for Your Business's Bottom Line and Employees
80 to 90%
Average Employee Participation
Over 50%
Fewer Urgent Care Visits
Up to 40%
Fewer Emergency Room Visits
WIMPER Program Eligibility
Who Is Eligible for a WIMPER Program?
The qualifications for our WIMPER Program are simple whether you’re a small, midsize, or large business.
Minimum Criteria
How to Apply for Our WIMPER Program
Our WIMPER Program Application Process
Submit Your WIMPER Intake Form Online
Complete Your Employee Census Report
Review Your WIMPER Program Proposal
Launch, Enroll, and Begin Saving
FAQs About Our WIMPER Program
Frequently Asked Questions, Answered
Are WIMPER Program benefits available to participants’ spouses and dependents?
Yes; all WIMPER Program benefits may extended to participants’ spouses and dependents.
Do participants get to choose their own WIMPER Program supplemental health options?
Yes. In most cases, WIMPER Program participants may apply a portion of their allotment balance to optional ancillary benefits, including accident insurance, critical illness with cancer, hospital insurance, life insurance, and more.
What is a WIMPER Program?
A Wellness and Integrated Medical Plan Reimbursement (WIMPER) program is an innovative tax strategy that yields an immediate reduction of payroll expenses for employers and access to health and wellness benefits at zero net cost for employees. It comprises a Section 106 Wellness Plan, a Section 105 Self-Insured Medical Reimbursement Plan (SIMRP), and a Section 125 Cafeteria Plan.
Are WIMPER Program benefits taxable?
No; WIMPER Program benefits are generally not taxable due to the tax codes that apply. See our guide for more information.
Are WIMPER Program participants required to answer health-related questions to obtain coverage?
No, participants are not asked health-related questions since our WIMPER Program leverages exclusively group policies.
How does a WIMPER Program affect participants’ gross wages?
WIMPER Program participants will see additional line items on their pay stubs to account for pre-tax deductions and post-tax reimbursements. However, the net pay amount will show no change or up to a $50 increase.
Additional WIMPER Program Resources
In addition to all IRS memos and provisions under the Affordable Care Act (ACA), the WIMPER Program accounts for the following public law: Internal Revenue Code (IRC) § 106(a) (i.e., ERISA), IRC § 213(d) (i.e., ACA and ADA), IRC § 105(b) (i.e., HIPAA), IRC § 5125, IRC § 125, Code of Federal Regulations (CFR) § 1.105-11, IRC § 104(a)(3), CFR § 1.105-11(i), CFR § 1.105-11(k)(1), and CFR § 1.105-11(k)(2).
Start Saving With a WIMPER Program
Submit your WIMPER Intake Form online to find out how much your business could save with our tax-advantaged employee wellness program.