Give your team more care, on top of the health plan you already offer
Integrity Health adds concierge virtual care through Amaze, $0-copay prescriptions on 1,000+ common medications, and accident coverage, all set up through your payroll.
Integrity Health, explained
A short walkthrough of the program, for employers and HR.
01 What your employees get
- Unlimited on-demand virtual care through Amaze: urgent, primary and specialist visits (like dermatology), usually with no copay
- Mental health support at four levels, from peer support to psychiatry
- A chronic-condition care team, plus help with referrals, navigation and billing
- Rx Valet: 1,000+ common medications at $0 copay at 70,000+ pharmacies
- Accident coverage for the employee, virtual pet care and a biometric facial scan
Virtual care covers employees and their families.
02 Who it fits
- Employers with 10 or more employees
- Full-time, part-time and seasonal staff, whether or not they're on your major medical plan
- Qualified employees are enrolled automatically and can opt out
- Employees age 70 and older can't enroll
It's a well-being program. It doesn't replace your health plan or the doctor your people love.
03 How it's funded
Each employee is placed in one of six plans based on income and deductions. A pre-tax premium comes out of pay through your Section 125 plan, and enrolled members receive a monthly well-being benefit (the accident claim payment) through payroll. The difference pays for the program.
Lower FICA wages also reduce your matching payroll taxes, less a per-employee admin fee.
| Employer view | Month | Year |
|---|---|---|
| Employer FICA savings | $114.75 | $1,377.00 |
| Admin fee (example; set in your Pro Forma) | ($40.00) | ($480.00) |
| Net employer savings | $74.75 | $897.00 |
04 The tax question, straight
Some argue against this approach. You decide, with your own tax advisor.
Optional Compliance Protection Coverage is available if you elect it.
05 Getting started
- Send a census; your Pro Forma comes back within 48 business hours
- Review it with your payroll contact in the room
- About 60 to 90 days from census to first live payroll
See what it looks like for your team.
Send your census and we'll walk you through your Pro Forma together.
From census to first live payroll in about 60 to 90 days
CEHAS (the third-party administrator that manages the insurance and compliance for the program) handles eligibility, claims and billing each pay period. Here's what your team does, and when.
How it shows up in payroll
The paycheck walkthrough, for whoever runs payroll.
1 Census & Pro Forma
Send your census. The Pro Forma comes back within 48 business hours. Review it with your payroll contact.
2 Paperwork
Complete the Request for Coverage, then e-sign the services agreement, application, EFT and e-delivery forms.
3 Kickoff call
About 45 to 60 minutes. Confirm payroll details and schedule the next calls.
4 Amaze education
About 30 minutes. Plan the employee emails, materials, leader briefings, webinars and opt-out process.
5 Practice, then live
Portal walkthrough, pay codes set up and tested, then your first live payroll run.
| Model | Typical size | Setup time | Your time | Payroll systems |
|---|---|---|---|---|
| Self-service | ~10–50 employees | ~4 weeks | ~15–30 min per pay period | QuickBooks, ADP Run, Gusto, Square, Heartland, most in-house systems |
| Custom census | ~50+ employees | ~4–6 weeks | ~5–10 min weekly; ~1–2 hr file turnaround | Paylocity, Paycom, ADP, Paychex, APS, Decision HR |
| API | ~250+ employees | ~10–12 weeks | Minimal; needs CEHAS pre-approval | Prism, ProLiant, iSolved |
1. Run payroll
Calculate pay as usual.
2. Send file
CEHAS checks who is eligible.
3. Claims review
The claims administrator approves claims.
4. Import file
CEHAS returns a file for your payroll system.
5. Deduct & pay
Pre-tax premium deducted; monthly well-being benefit paid to enrolled members.
6. Confirm
Click the CEHAS link within 24 hours.
7. Invoice & ACH
Invoice within 24 hours; ACH draft 2 days after the invoice date.
04 Portal setup checklist
For each new hire, click "+" on the Employees screen of the CEHAS employer portal, fill in the card, check Active and save. Have these ready:
- Employee number from your payroll system (use a payroll ID rather than an SSN where you can)
- Hire date, pay schedule and gross wages per pay period
- Pre-tax and post-tax deductions, 401(k), major medical contribution and W-4 details
Tip: sign in from an incognito window so back-end updates don't end your session.
05 After launch
- A dedicated account manager for billing, enrollment and payroll questions
- A quality check at your second payroll
- A 180-day review
- CEHAS confirms each employee's eligibility every pay period
Your payroll summary after each run shows eligibility and deductions.
Ready to map out your payroll?
Book a setup call with Jason and bring your payroll contact.
Getting started, step by step
Short guides for owners, HR and payroll. Open only what you need.
Start here
- Week ~1
Send your census
Nexus uploads it to CEHAS (the third-party administrator that manages the insurance and compliance for the program). Your Pro Forma comes back within 48 business hours.
You + Nexus - Week ~2
Review your Pro Forma
It shows the estimated figures for your company. Bring your payroll contact; we'll also pick your payroll setup.
You + Nexus - Week ~3
Sign the paperwork
E-sign the Administrative Services Agreement, Employer Insurance Application, EFT authorization and e-delivery consent, plus Compliance Protection Coverage if you elect it. CEHAS then sends a link to book your first call.
You - Week ~5
Kick-off call
About 45 to 60 minutes. Confirm payroll details, schedule the next calls and start your employee education plan with Amaze.
You + CEHAS - Week ~6
Amaze education
About 30 minutes: an Amaze overview and Q&A. Amaze then starts the education campaign for your employees.
You + Amaze - Weeks ~7–8
Pay codes and practice payroll
About 30 to 45 minutes. Pay codes are set up and tested, then a practice payroll is run, usually off-cycle.
Payroll + CEHAS - Day ~60–90
First live payroll
CEHAS walks your payroll team through the first live run and finalizes it.
Payroll + CEHAS
Timing is approximate. API setups follow a custom meeting plan, and some payroll systems need extra calls.
Self-service
- Typical size
- ~10–50 employees
- Setup time
- ~4 weeks
- Your time
- ~15–30 min per pay period
- Payroll systems
- QuickBooks, ADP Run, Gusto, Square, Heartland, most in-house systems
- Calls
- Kick-off, Amaze education, portal walkthrough and practice payroll, go-live.
Custom census
- Typical size
- ~50+ employees
- Setup time
- ~4–6 weeks
- Your time
- ~5–10 min weekly; ~1–2 hr turnaround on the payroll export file
- Payroll systems
- Paylocity, Paycom, ADP, Paychex, APS, Decision HR
- Calls
- Kick-off, Amaze education, practice payroll (census review, file import, testing), go-live.
API
- Typical size
- ~250+ employees (minimum 250)
- Setup time
- ~10–12 weeks
- Your time
- Minimal; full automation
- Payroll systems
- Prism, ProLiant, iSolved
- Calls
- Needs CEHAS pre-approval. Meetings are customized to the API.
Some payroll systems use self-service whatever your company size. We confirm your setup together when we review your Pro Forma.
- CEHAS / payrollCEHAS checks who is eligible this pay period, and the claims administrator approves claims.
- CEHAS / payrollPayroll deducts the pre-tax premium and pays the monthly well-being benefit to enrolled members.
Your time: about 15–30 minutes per pay period on self-service, about 5–10 minutes weekly on custom census, and minimal on API. Ticks are for your own use and clear when you reload.
- Confirm payrollWithin 24 hours
- Payroll summaryRight after you confirm
- InvoiceWithin 24 hours of confirming
- ACH draftTwo days after the invoice date
What the invoice shows
The calculated employee premium and the claim payment for the period.
Premiums deducted from paychecks minus the claim payments is the amount drafted by ACH each payroll.
The payroll summary also shows year-to-date net savings, savings per payroll, how many employees are enrolled in each plan, and opt-outs.
The payroll summary is not an invoice. You'll receive a follow-up confirming the total due.
Your broker, first
Start with us for anything, any time.
Jason Bearup
Nexus Benefit Solutions
616-808-9426 · jason@nexusbenefitsolutions.com
Your CEHAS account manager
A dedicated account manager is assigned after launch for invoicing and billing questions, enrollment questions and payroll processing help.
Right after go-live
CEHAS reviews your first live payroll for accuracy, trains your team on the payroll process and system, and walks you through invoicing and billing.
Ongoing checks
A quality check at your second payroll and a 180-day review. CEHAS confirms each employee's eligibility every pay period.
For your employees
Amaze can help employees with questions about their services through the app or by phone.
Questions? Contact Nexus
For support questions, reach out to us and we'll connect you with the right person.
More to know
Your part: work with CEHAS and Amaze to help employees understand and use their benefits.
- After your kick-off
Amaze's enrollment and education team meets with you and builds a plan with you covering:
- Employee emails
- Education materials
- Briefings for managers and leaders
- Employee webinars
- Opt-out process and member support contacts
- Amaze education call
Amaze customizes and schedules a two-week educational program for your employees.
- About week 6
Amaze starts the education campaign.
- Go-live
Employees who qualify are enrolled automatically. They can opt out.
- New hires
When CEHAS identifies a qualified new hire, Amaze introduces the program. They're enrolled on their next payroll unless they opt out.
Want something to share? The employee education page covers the program in plain language for your team.
Usually eligible
- Your company has 10 or more employees
- Full-time, part-time and seasonal staff
- Whether or not they're on your major medical plan
Not enrolled
- Employees age 70 and older
- Employees whose pay is below the minimum gross wage for the lowest plan
- Anyone who chooses to opt out
Which plan?
Each employee is placed in one of six plans based on income and deductions. Full-time employees usually land in Plan 1500 or 1200; part-time or seasonal employees often in Plan 750 or 600.
Staying qualified
Employees stay qualified by using the plan's services or receiving Amaze's weekly educational content. CEHAS checks every pay period.
Your Pro Forma's “Did Not Qualify” tab lists anyone who doesn't qualify, so you don't have to work it out yourself.
Example only · carrier figures, per enrolled employee
| Carrier example | Plan 1500 | Plan 1200 |
|---|---|---|
| Employer FICA savings | $114.75/mo · $1,377.00/yr | $91.81/mo · $1,101.72/yr |
| Admin fee (example, not a rate) | ($40.00)/mo · ($480.00)/yr | ($40.00)/mo · ($480.00)/yr |
| Net employer savings | $74.75/mo · $897.00/yr | $51.81/mo · $621.72/yr |
Example only · carrier sample payroll summary, one pay period, 91 enrolled
| Carrier sample | One pay period |
|---|---|
| Gross employer savings | $1,916.80 |
| Administration fee | ($839.93) |
| Net employer savings | $1,076.87 |
These are the carrier's examples, not a quote. The $40 per employee per month admin fee is an example, not a rate; yours is set in your Pro Forma. Totals for your group size come only from your Pro Forma.
Forward these to whoever runs your payroll before the kick-off call.
- Which setup fits our payroll system: self-service, custom census or API?
- Can you send CEHAS a payroll file every pay period? On custom census, can you turn the export file around in about 1–2 hours?
- Can you import the file CEHAS sends back into our payroll before it's final?
- Can you add the pay codes CEHAS assigns for the pre-tax Section 125 premium and the monthly well-being benefit?
- Who from your side will join the pay codes, practice payroll and first live payroll calls?
- Can we run a practice payroll off-cycle?
- Who will click the CEHAS confirmation link within 24 hours each pay period?
- Can you pull the census details CEHAS needs: hire date, pay schedule, gross wages per pay period, deductions and W-4 details?
- If we have 250+ employees on Prism, ProLiant or iSolved: is an API feed possible? It needs CEHAS pre-approval.
What it is
Optional coverage from Procedant that protects against tax-audit liabilities under Section 125.
How you elect it
Tell us when you sign. You e-sign it along with the Administrative Services Agreement; Procedant reviews and signs, and everyone gets a signed copy.
What the coverage lists
- Legal defense: access to counsel for IRS challenges
- Coverage for IRS-assessed penalties and interest
- Legal costs tied to cafeteria plan non-compliance, such as documentation issues, benefit misclassification or discrimination testing failures
- A 3-year audit window, aligned with the IRS look-back period
- A $250K per-occurrence limit
- Backed by an AM Best A-rated reinsurer
Back taxes are not among the items listed. Confirm what is and isn't covered with the coverage terms before you rely on it.
Ready to see your numbers?
Send a census and we'll walk you through your Pro Forma.
Straight answers about taxes and this program
We lead with the care. But you should know exactly how the money moves, so here's the plain version. This is general information, not tax advice.
01 How is the premium handled?
The premium is paid pre-tax through a Section 125 cafeteria plan, the same kind of plan many employers already use for health premiums. That lowers taxable wages and FICA wages for the employee, and lowers the employer's matching payroll taxes.
02 What protection is available to the employer?
Employers can elect Compliance Protection Coverage from Procedant. It lists legal defense for IRS challenges, coverage for IRS-assessed penalties and interest, a 3-year audit window and a $250K per-occurrence limit. Back taxes are not among the items listed. Confirm what is and isn't covered with the coverage terms before you rely on it.
The program is a well-being program first. It doesn't replace your health plan or the doctor you love.
Have questions from your tax advisor?
Send them to Jason and we'll take them to the plan administrator.
Employer questions, answered
Short, plain answers. Tap a question to open it.
Integrity Health adds concierge virtual care through Amaze, $0-copay prescriptions on 1,000+ common medications, and accident coverage, all set up through your payroll. It's a well-being program. It doesn't replace your health plan or the doctor your people love.
Employers with 10 or more employees. Full-time, part-time and seasonal staff, whether or not they're on your major medical plan. Qualified employees are enrolled automatically and can opt out. Employees age 70 and older can't enroll.
Each employee is placed in one of six plans based on income and deductions. A pre-tax premium comes out of pay through your Section 125 plan, and enrolled members receive a monthly well-being benefit (the accident claim payment) through payroll. The difference pays for the program. Lower FICA wages also reduce your matching payroll taxes, less a per-employee admin fee.
Employers can elect Compliance Protection Coverage from Procedant. It lists legal defense for IRS challenges, coverage for IRS-assessed penalties and interest, a 3-year audit window and a $250K per-occurrence limit. Back taxes are not among the items listed. Confirm what is and isn't covered with the coverage terms before you rely on it.
Send a census; your Pro Forma comes back within 48 business hours. Review it with your payroll contact in the room. About 60 to 90 days from census to first live payroll.
CEHAS Plan Administrators handles eligibility, claims and billing each pay period. For self-service payroll, plan on about 15–30 min per pay period. Your payroll summary after each run shows eligibility and deductions.
Questions before you decide?
Call or email Jason. No question is too small.