Partner With Us — Elevate EBS

Elevate EBS · Partner Program

The Compliance-First PCMP

Turn your member base into recurring revenue — at zero cost to you.

Offer your member companies a genuine employee benefit that costs them nothing net — while your organization earns recurring income on every enrolled employee. You lend your name and open the door. We run everything else.

The opportunity

A non-dues revenue stream that pays month after month.

The Preventative Care Management Plan (PCMP) gives employers a full benefits suite that nets to zero cost — funded by legitimate pre-tax savings under IRC §125 and §105. For your organization, it becomes recurring revenue on every enrolled employee, for as long as they stay on the program.

Recurring

Paid per enrolled employee, every month — not a one-time referral fee.

Compounding

Each employer you introduce adds to a revenue base that grows as they enroll.

Zero cost

No investment, no staffing, no administration on your side.

What your organization gets

Recurring non-dues revenue on every enrolled employee across every company you introduce.
A real member benefit — companies get a zero-net-cost program that boosts employee take-home pay.
Your brand, front and center on the enrollment portal and materials your members see.
Zero workload — you open the door; we handle sales, enrollment, compliance, and support.

What member companies get

Net-zero cost — program fees are covered by the plan’s own tax savings.
Higher take-home pay for participating employees, with no reduction in base pay.
Nine benefit services — from virtual care and free lab testing to financial wellness and more.
Full compliance — built on established §125 / §105 tax law, professionally administered.

How the partnership works

You introduce. We deliver. You earn.

Step 01

You introduce

Endorse the program and open the door to your member companies. That’s your entire role.

Step 02

We deliver

We run the sales conversations, enrollment, compliance, and ongoing service — behind your brand.

Step 03

You earn

You collect recurring revenue on every enrolled employee, month after month.

For your review

Built on a compliance foundation your counsel can verify.

Lending your name to a benefits program is a decision your legal and leadership teams will want to examine. The structure is designed to make that review straightforward.

Established tax law

The PCMP is structured under IRC §125 and §105 — long-standing, well-defined provisions, not a novel or aggressive interpretation.

Employer holds the plan

The participating employer is the Named Fiduciary and Plan Administrator. Elevate EBS acts as a non-fiduciary service provider.

Your brand stays on the surface

Your name appears on member-facing marketing and the enrollment portal. The binding plan documents name the employer and Elevate EBS — not your organization.

Fully documented

Real plan documents, §105(h) nondiscrimination discipline, and affirmative employee election — administered to the legal standard, not around it.

Know what you’d be endorsing

Six things a compliant PCMP does not do.

This structure is legitimate when built correctly — but many programs in this space cut corners that fail the legal standard. Here’s what a compliant PCMP does not do. It’s also the standard we hold ourselves to, so you know exactly what your name would be attached to.

×1. Fund life insurance through the plan.

What some programs doLayer a permanent or whole life policy — often marketed with “cash value growth,” sometimes as group whole life — into the plan, paid for out of the tax savings.

Why it’s non-compliantLife insurance premiums aren’t medical care under §213(d), so they can’t be reimbursed tax-free under a §105 plan. And cash-value life is a form of deferred compensation, which a §125 cafeteria plan is expressly prohibited from offering (§125(f)). A “group” label doesn’t fix it — the narrow exception under §79 is for capped group term life, not permanent cash-value coverage.

What we doReimburse only actual §213(d) medical care. No life insurance, no cash-value products, nothing building an investment balance inside the plan.

×2. Use a MEC plan to fake the coverage requirement.

What some programs doA §105 SIMRP is only valid if each participant is enrolled in qualifying group health coverage. To satisfy that cheaply, some programs enroll employees in a bare Minimum Essential Coverage (MEC) plan.

Why it’s non-compliantA thin MEC plan does not meet the coverage requirement the law sets for a §105 SIMRP. It fails the legal standard — which renders the entire arrangement non-compliant, exposing every dollar of tax treatment the program produced.

What we doWe satisfy the coverage requirement with a real, qualifying solution — structured at no cost to the employer and, in most cases, little to no cost to the employee. Handled case by case, so the §105 structure actually meets the legal standard it’s built on.

×3. Gate eligibility by income.

What some programs doRequire employees to earn above a set salary threshold to participate.

Why it’s non-compliantCarving out lower-paid workers tilts eligibility toward higher earners — exactly the pattern §105(h) nondiscrimination rules exist to catch in a self-insured medical reimbursement plan. Fail that testing and the tax-favored treatment is stripped for the highly compensated participants the plan was meant to benefit.

What we doOffer eligibility on nondiscriminatory terms, built to pass §105(h) testing — no income floors that skew the group.

×4. Scale the price to each person’s tax savings.

What some programs doSet the fee to absorb each employee’s entire tax savings — so a higher earner is charged more and a lower earner less, for the exact same program.

Why it’s non-compliantThat charges different employees different amounts for identical coverage, with the difference driven by compensation. A §105(h) self-insured plan must provide benefits on nondiscriminatory terms — not just in who’s eligible, but in the terms participants actually receive. Pricing the same benefit by income fails that benefits test.

What we doCharge a consistent, flat management fee — the same for every participant, regardless of income. Everyone pays the same for the same benefit.

×5. Guarantee a savings number.

What some programs doAdvertise a specific, guaranteed dollar figure — “$X saved per employee,” “$X per paycheck.”

Why it’s a red flagTax savings depend on each person’s income, filing status, and withholding — they vary by individual. Presenting a fixed, guaranteed figure misrepresents a variable outcome, a claim no honest program can stand behind, and it invites scrutiny of everything else the program asserts.

What we doPresent savings as estimates that vary by circumstance, and show the math rather than promise a number.

×6. Auto-enroll employees without their consent.

What some programs doAutomatically enroll every employee into the PCMP and its salary-reduction deduction, putting the burden on the individual to opt out after the fact.

Why it’s non-compliantA §125 cafeteria plan runs on the employee’s affirmative election — the voluntary choice to reduce salary in exchange for a qualified benefit. Enrolling someone into that salary reduction by default, without their election, cuts against the requirement the plan’s pre-tax treatment depends on, and changes their pay and withholding without their consent.

What we doEnroll only employees who actively choose to participate, after they’ve seen exactly what the program does and what it means for their paycheck. Affirmative election, every time — never by default.

Why this matters — your name deserves a program that holds up.

A §105/§125 program has to be compliant in full — if any single piece fails the legal standard, the entire arrangement is non-compliant, not just the piece that broke. When that happens, employees can be required to pay back taxes they already saved and likely already spent — and the organization that endorsed the program is standing in the fallout with them. Your members’ trust and your reputation are the assets you’d be lending. We treat them that way, which is why we won’t work to a “close enough” standard.

Let’s talk

See the numbers for your specific member base on a 20-minute call.

We’ll walk through the revenue model for your organization and show you exactly how the zero-cost structure works.

Schedule a call →