Question 1

What is VALION / 360 Advantage?

Accepted Answer

VALION by 360 Advantage is an IRS, ERISA, and ACA-compliant employee wellness program that combines AI-powered digital therapeutics with tax-advantaged benefits. It helps employers reduce payroll taxes while providing employees with personalized wellness support and optional whole life insurance.

Question 2

How is this different from traditional wellness programs?

Accepted Answer

Unlike traditional wellness programs that focus solely on activities without measurable financial outcomes, 360 Advantage combines AI-guided care with a compliant funding structure that yields guaranteed, measurable tax savings for both employers and employees.

Question 3

What makes this unique?

Accepted Answer

The program is turnkey — we handle all plan documents, enrollment, and administration. Employees receive immediate value through personalized care plans, while leadership gets transparent savings reporting. The tax savings structure makes the program effectively cost-neutral or profitable.

Question 4

How does VALION compare to traditional wellness programs?

Accepted Answer

Traditional wellness programs often cost $300-500 per employee with uncertain ROI. VALION generates $623 in NET employer savings per employee annually through FICA tax reduction, making it self-funding. Employees also gain tax savings without any reduction in take-home pay, plus access to AI-powered wellness support and optional whole life insurance.

Question 5

Who qualifies for the program?

Accepted Answer

To participate, employees must be: full-time (30+ hours/week) W-2 employees, have a base pay of $35,000+ annually, be enrolled in company-sponsored or qualifying health insurance, be paying F.I.C.A. taxes, and not be on Medicaid.

Question 6

How many employees do we need?

Accepted Answer

A minimum of 15 enrolled employees is required per organization.

Question 7

What company requirements are there?

Accepted Answer

Companies should have annual turnover of 30% or less (preferred), HR/payroll professionals for data management, and a stable workforce environment.

Question 8

How do the tax savings work?

Accepted Answer

The program creates pre-tax deductions under IRS Section 125, which reduces taxable income for both employers and employees. Employers save on FICA (Social Security 6.2% + Medicare 1.45% = 7.65%), which are FEDERAL taxes applied uniformly across all states. This means your savings are the same whether you operate in California, Texas, or any other state.

Question 9

Is this legal and compliant?

Accepted Answer

Yes. The program is fully compliant with IRS regulations, ERISA requirements, and ACA guidelines. It operates as a 213(d) compliant wellness program combined with a Self-Insured Medical Reimbursement Plan (SIMRP) under IRS Section 1.105-11.

Question 10

How much can our company save?

Accepted Answer

On average, employers save $623 per employee annually in payroll taxes (after 360 Advantage fees). Employees typically save $1400-$1800 per year in taxes. Use our calculator to get a personalized estimate.

Question 11

What happens to employee paychecks?

Accepted Answer

The program is designed to ensure employees do not experience a decrease in take-home pay. In most situations, employees will likely see an increase due to tax savings. New deductions appear on paychecks but are offset by the Reimbursement Credit.

Question 12

What is the ROI timeline for VALION?

Accepted Answer

ROI is immediate. From the first payroll cycle after implementation, both employers and employees begin realizing FICA tax savings. The $623 annual employer savings per employee is NET of all program fees, meaning positive ROI from day one with no waiting period.

Question 13

How much does VALION cost per employee?

Accepted Answer

The program operates on a fee structure of $84 PEPM (per employee per month) from the employee portion and $36 PEPM from the employer portion. However, the FICA tax savings more than offset these fees, resulting in NET employer savings of $623 per employee annually.

Question 14

What is a Section 125 cafeteria plan?

Accepted Answer

A Section 125 cafeteria plan is an IRS-approved benefits plan that allows employees to pay for certain qualified benefits with pre-tax dollars. This reduces taxable income for both the employee and employer, lowering FICA tax obligations. The 360 Advantage program uses Section 125 to create the tax-advantaged structure that generates savings.

Question 15

How does Section 125 reduce employer taxes?

Accepted Answer

When employee compensation is redirected to qualified benefits through a Section 125 plan, it reduces the payroll base subject to FICA taxes. Employers save 7.65% (6.2% Social Security + 1.45% Medicare) on every dollar of qualified benefits. This is a FEDERAL tax reduction that applies identically in all 50 states.

Question 16

Is Section 125 legal and IRS approved?

Accepted Answer

Yes, Section 125 cafeteria plans have been part of the IRS tax code since 1978. They are explicitly authorized by Internal Revenue Code Section 125 and are used by millions of employers nationwide for health insurance, FSAs, HSAs, and other qualified benefits.

Question 17

What is a SIMRP (Self-Insured Medical Reimbursement Plan)?

Accepted Answer

A SIMRP is a Self-Insured Medical Reimbursement Plan compliant with IRS Section 1.105-11. It allows employers to reimburse employees for qualified medical expenses on a pre-tax basis. The 360 Advantage program uses a SIMRP to fund the wellness benefits, creating the tax-advantaged structure.

Question 18

Is VALION ERISA compliant?

Accepted Answer

Yes, the 360 Advantage program is fully ERISA (Employee Retirement Income Security Act) compliant. We provide all required plan documents, Summary Plan Descriptions (SPDs), and ensure proper fiduciary responsibilities are met. Our compliance team handles all regulatory requirements.

Question 19

What are 213(d) wellness programs?

Accepted Answer

IRS Section 213(d) defines qualified medical expenses eligible for tax-advantaged treatment. A 213(d) compliant wellness program provides services that qualify as medical care under this definition, including preventive care, disease management, and health improvement programs. The 360 Advantage Preventative Care Management Program meets all 213(d) requirements.

Question 20

How does 360 Advantage ensure ACA compliance?

Accepted Answer

The program is designed to complement existing health insurance, not replace it. It operates as a supplemental wellness benefit that does not interfere with ACA requirements. Employees must maintain qualifying health coverage to participate, ensuring full ACA compliance.

Question 21

How do employees enroll?

Accepted Answer

Employees are automatically enrolled in the 360 Advantage Wellness Plan. They access the Employee Navigator/360 Advantage Portal to make elections and complete a mandatory 1-minute "Personalize Your Support" form.

Question 22

Can employees opt out?

Accepted Answer

Yes, employees have the option to opt out. However, opting out means forfeiting the tax savings created by the program. Changes can only be made during the annual Open Enrollment Period or if experiencing a qualifying IRS life event.

Question 23

Is there an app to download?

Accepted Answer

No app download is required. Employees access their personalized experience securely via the cloud from any device, with automatic updates built in.

Question 24

What is the administrative burden?

Accepted Answer

Very minimal. The program is turnkey — we handle plan documents, enrollment, and administration. HR teams provide employee data but don't manage complex backend operations.

Question 25

How long does VALION take to implement?

Accepted Answer

Implementation typically takes 2-4 weeks from signed agreement to first payroll integration. This includes plan document preparation, system setup, employee communication materials, and payroll configuration. Our dedicated implementation team guides you through each step.

Question 26

Does VALION integrate with existing payroll systems?

Accepted Answer

Yes, the 360 Advantage program integrates with all major payroll providers including ADP, Paychex, Gusto, Paylocity, and others. Our team handles the technical integration, requiring minimal involvement from your payroll administrator.

Question 27

What happens when an employee leaves?

Accepted Answer

When an employee terminates, they are simply removed from the program during the next payroll cycle. Any whole life insurance they elected is theirs to keep as a portable benefit. There are no complex offboarding procedures or administrative burdens.

Question 28

What's included in the wellness program?

Accepted Answer

Employees receive customized, condition-specific care plans and wellness tips via text or email. The MILD Technology platform provides AI-powered micro-learning, peer support, and proactive health guidance.

Question 29

How does the life insurance work?

Accepted Answer

Employees can elect up to $100,000 in Whole Life Insurance with no medical questions asked. The policy earns cash value over time. This is funded through the Benefit Allowance created by the tax savings.

Question 30

What is MILD Technology?

Accepted Answer

MILD Technology is our AI-powered platform that delivers personalized micro-learning and wellness support. It provides condition-specific care plans, wellness tips, and peer support — all accessible via text, email, or web from any device.

Question 31

What supplemental benefits can employees choose?

Accepted Answer

Employees receive approximately $150/month in benefit allowance that can be applied toward supplemental benefits including whole life insurance, dental, vision, and other voluntary benefits. These are funded by the tax savings, not out-of-pocket.

Question 32

What size companies benefit most from VALION?

Accepted Answer

Companies of all sizes from 15 to 10,000+ employees benefit from the program. Small businesses (15-50 employees) gain enterprise-level benefits they couldn't otherwise afford. Mid-market (50-500) see significant savings that scale. Enterprise (500+) achieve transformational bottom-line impact with dedicated support.

Question 33

How do we track ROI and program performance?

Accepted Answer

Employers receive comprehensive reporting including payroll tax savings per period, employee participation rates, wellness engagement metrics, and annual ROI summaries. Our dashboard provides real-time visibility into program performance.

Question 34

Is there a long-term contract requirement?

Accepted Answer

The program operates on an annual basis aligned with your benefits year. There are no multi-year commitments required. Most employers continue year-over-year due to the consistent ROI and employee satisfaction.

Question 35

How does this affect our existing benefits package?

Accepted Answer

The 360 Advantage program supplements your existing benefits — it does not replace health insurance or other core offerings. It enhances your total compensation package by adding wellness support and life insurance options while generating tax savings.

Frequently Asked Questions

General

Eligibility

Tax & Savings

Section 125 & Compliance

Enrollment & Process

Benefits Details

For Employers

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