The document discusses a Wellness Transformation program developed by A Charitable Life ("ACL") that provides supplemental employee benefits while saving employers money on payroll taxes. Through a cafeteria plan, the program reduces employees' taxable income which lowers payroll taxes for both employers and employees. Employers can expect to save an average of $660 per employee annually in FICA taxes. The tax savings are used to provide employees with benefits like life insurance, health-related products, and retirement income with no reduction in take-home pay.

1. The following presentation explains how using this program
will provide qualifying W2 employees a Wellness Program,
additional Retirement Income, Life Insurance & Health
related benefits with NO Reduction in take home pay.
The implementation of this program will provide the
employer average FICA tax savings of $660 per employee
annually.

2. a charitable life was founded by Stephen Preusz. At the age of 29, he was diagnosed
with IGA nephropathy, or End Stage Renal Failure (Kidney Failure). He quickly realized the
daily struggles that an organ failure patient faces. He began ACL as a way to provide for
those enduring the same experiences and processes that he went through.
a charitable life is a National 501(c)3 foundation with the mission to help those in
need that are dealing with organ failure by using funds to drive education, donation, and
provide travel/medication assistance for expenses that are incurred during the organ
donation process for donors, recipients, and their families to help facilitate more
transplants.
The a charitable life Wellness team is comprised of seasoned benefits specialists,
nurses, social workers, and a legal team to ensure that each wellness program is properly
implemented to provide the best supplemental coverage and Wellness Transformation
options to employees while providing the greatest tax savings to employers.
WHO IS

3. A charitable life, Inc. (“ACL”) has developed a new employee benefits plan called
The Wellness Transformation. The Wellness Transformation saves payroll taxes
payable by the employer and at the same, increases supplemental coverage to
the employee with no reduction in pay.
What is ACL Wellness?…
ACL Wellness Transformation program
will increase employee benefits with no
reduction in take home pay while
allowing employers to save money on
payroll taxes necessary to grow their
business!

4. Why Now?...
• Wellness Transformation improves employee morale and employee
health while providing real financial incentives through supplemental
benefits aimed at keeping employees healthy.
• Employers are looking for cost savings to offset increased expenses and
stimulate growth in this environment of regulation and financial turmoil.
• Studies show that workplace wellness programs increase healthy
behaviors such as exercise and can reduce smoking .
• Health Insurance alone is not getting the job done!
• Wellness is the right thing to do, it offers employees additional
supplemental benefits with no reduction in net pay.

5. The Opportunity
Through this Wellness Transformation program,
employers can save an average of $660 per
employee per year on FICA taxes!!! The employer
can expect higher than average employee
participation in the Wellness Transformation
Program due to no reduction in pay.
Let’s take a look at how this works….

6. The Opportunity: How it works
The employer will sponsor a 125 cafeteria plan allowing the employee to receive Wellness
benefits, Life Insurance & Health related benefits, and Cash Accumulation for retirement
with no reduction in take home pay.
Participation in the ACL Wellness plan provides a pretax incentive that reduces taxable
income and creates both the FICA savings for the employer and a “Benefit Bank” for the
employee.
The employee’s income subject to payroll taxes is reduced by the Wellness Transformation
which also reduces the payroll tax obligations of the employee and employer. The result is
an average FICA Payroll Tax savings of approximately $660 per employee after plan fees
annually.
The Benefit Bank is created by the reduction in taxable income for all participating
employees. Employees are then reimbursed through participation and receive a
post-tax, tax-free incentive payment through section 105 for participation in the Wellness
plan. The Benefit Bank is then used to provide additional opportunities for Individual Life
Insurance and Health related products and Retirement Income .
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2
3
4

7. Before
and
After
Flow
Chart

8. Example: Summary
(With ACL Wellness Transformation)
ABC, Inc. NOW pays approximately
$243 per month in FICA payroll
taxes for employee instead of $306
1
2 ABC Inc. saves approximately $63
per month or $756* annually
3 *ABC, Inc. NOW has approximately
$660 annual net savings per
employee in FICA payroll tax after
plan fees.

9. Wellness Transformation Benefits…
 Smoking Cessation Programs
 Registered Nurses
 Full Service Telemedicine
 Dietitians
 Certified Health Education Specialist
 Wellness coaching
 Physicals & Health Risk Assessment
 Fitness & Nutrition
 …and more!
Unique Benefits
Tailored to Your
Employees
Needs…..

10. The Wellness Transformation
Employee minimum requirements?
1. Complete a simple Health Risk Assessment, takes 5 – 10 minutes.
(Information is confidential and not shared with employees or employer)
2. Complete a brief application for supplemental benefits.
3. Receive 4 Emails and/or 4 Text Messages each month, regulations require
employees to click on 1 Email OR 1 Text each month to be considered
compliant. Employees may also have a telephone conversation with an
ACL Wellness coach or post a message on ACL Wellness Social Media.

11. What’s The Next Step?
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Provide Employee Census
 Employee Name or ID
 Salary
 Full Time / Part Time
 W-4 Marital Status
 W-4 Dependents
 Date of Birth
5-7 days later you (employer) will receive a
completed quote and proposal. This provides the
exact amount of savings and “Benefit Bank” per
employee. This will also provide you the total
annualized FICA tax savings.

12. What’s The Next Step?
You provide completed employee
census and we provide you itemized
breakdown of savings.
Your total
company savings

13. Final Step…Enrollment!
ACLW enrolls employees
You start saving…….

14. Common Questions
1.What happens when an employee is no longer employed at ABC, Inc.? Does the wellness program end for the employee? If so, what info
do you need from ABC, Inc. and by when?
When a person leaves their current employment, they are no longer eligible to participate in the Company's cafeteria plan. That said,
they are free to maintain participation in the Wellness plan and any other supplemental benefit they've purchased but they will be
coming out of pocket for the full amount of the fees. ABC, Inc. needs to inform us every time someone leaves.
2.What about when an employee goes on leave or out on Worker's Comp? Does the wellness program stay in place in those situations?
As long as they are employees receiving pay, they are eligible for the Cafeteria Plan and the Wellness plan within that cafeteria plan.
3.Will the tax benefit that employees receive in their paychecks be coordinated between A Charitable Life Wellness (“ACLW”) and our PEO
that currently runs our payroll?
Yes, the setup of the Cafeteria Plan will be coordinated through the payroll provider and set up to be an automatically recurring event.
4.Do you have any flyers/info packets that we can use to educate our employees?
Yes, we have information available for pre-/post-enrollment.
5.How does ACLW use the info it collects on employees? Does it stay within ACLW or is it sold to third parties?
All information received by ACLW remains in house. Statistics will be tracked for business and study purposes, but no individual
information will be sold to a third party.
6.What happens if an employee misses a month of participation? Does it automatically knock the employee out of the wellness program?
If an employee misses a month, the employer will be contacted and the employee will have 30 days to correct the inactivity. After that
30 day grace period, they will be considered to have withdrawn from the plan and the reimbursement they receive will be considered a
cash reimbursement and become taxable.
7.What are the consequences if ABC, Inc. doesn't get a 90-100% participation rate? Is it possible to extend the start date if numbers are
low?
No consequences. As long as the plan is made available to all qualifying employees, there is no minimum enrollment amount. Time
may only be extended as long as allowed in the Cafeteria Plan documents and in no instance may that be longer than 90 days.