Better Benefits. Happier Employees. Lower Turnover. Without Spending an Extra Dollar to Get There.

My name is David Baer. I spend most of my time helping businesses find money already inside their operations, usually leaking out through taxes, fees, or costs nobody's tracking closely enough. That work puts me inside client payroll and benefits data more than most outsiders ever see, and one pattern kept showing up: businesses could give their employees meaningfully better benefits without spending more, sometimes while spending less.

If you run payroll for 30 or more people, keep reading. What I found applies directly to your team.

Why Better Benefits Keep Getting Harder to Afford

Every year, providing meaningful health benefits gets more expensive. Most employers respond by absorbing the cost, passing more of it to employees through higher premiums and deductibles, or quietly trimming what's covered.

Employees feel all three. Higher deductibles mean people put off care they need. Reduced coverage means benefits stop feeling like a reason to stay. And when benefits stagnate while everything else gets more expensive, it shows up exactly where you'd expect: in turnover, in unplanned absences, in the kind of quiet disengagement that doesn't show up on a P&L line until someone quits.

One HR director at a self-insured employer put it this way:

"Engagement skyrocketed when we removed barriers to access."

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I Know How That Sounds

A benefits upgrade that also lowers your costs sounds like the kind of thing that has a catch. That was my first reaction too.

So instead of asking you to take my word for it, here's what it's actually built on.

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What It's Actually Built On

The program is a Self-Insured Medical Expense Reimbursement Plan (a SIMERP) paired with a Section 125 Cafeteria Plan. It's built on IRC 213(d), 106(a), and 105(b), and on a 2017 IRS Chief Counsel memorandum that addresses exactly this structure. It's HIPAA, ERISA, and ACA compliant.

In plain terms: the IRS already agreed this works. The only question is whether your business is using it.

I've partnered with a firm that runs the program, and is backed by a preventative health network, which serves nearly 5 million members nationwide, and insurance partners including Humana, Blue Cross Blue Shield, Allstate, Transamerica, Colonial Life, and Manhattan Life.

And Here's the Part Most Employers Don't Expect

This isn't a benefit you pay extra for. It's structured in a way that also reduces your payroll tax, typically $600 to $700 per employee, per year.

• 30 employees: roughly $19,000 a year
• 75 employees: roughly $48,000 a year
• 150 employees: roughly $96,000 a year
• 300 employees: $190,000 or more a year

Most employers on this program also see up to 30% savings on workers' comp, and up to 30% in savings if they're on a self-insured health plan.

So this isn't a tradeoff between taking care of your team and taking care of your bottom line. It's the same move.

Or reach me out to directly:

David Baer

503-208-4703

db@davidbaer.me

P.S. Every year you wait, you're choosing between two things you shouldn't have to choose between: taking care of your team, and taking care of your bottom line. This is the rare case where you don't have to pick. If you run payroll for 30 or more people, it's worth four minutes to see what this would look like for your team, and your budget.

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P.P.S. The discovery call isn't a sales call in disguise. Zero pressure, just a straight conversation to see if your organization qualifies.

Why I Connect Businesses to This

I'm not the subject matter expert on how this program works, and I won't pretend to be. My partners are the ones who run the numbers, walk through compliance, and handle implementation. What I do is simpler: I talk with you first to make sure this is worth your time, then make the introduction.

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Before You Book, Here's Who This Works For

This tends to make sense for organizations that:

• Have 30 or more full-time W-2 employees
• Want to strengthen retention and employee satisfaction without increasing benefits spend
• Are feeling the pressure of rising healthcare costs
• Aren't looking to replace their current broker or plan, just add to it

If that's not your situation, this probably isn't for you yet, and that's fine to find out now rather than on a call.

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What Happens Next

First, a short conversation with me. I'll ask a few quick questions about your team and current benefits, so we can confirm this is worth your time before anything gets scheduled.

If it's a fit, I'll get you on the calendar with my partners for a Discovery Call, 45 to 60 minutes. That's where they'll walk through your specific numbers, your current benefits setup, and the deeper questions on compliance and implementation. You'll leave knowing exactly what this is worth to your team and your budget, whether the answer is yes or no. No cost, no obligation. If it doesn't make sense for your situation, they'll tell you that directly, not after wasting your time.

Every payroll run between now and then is a payroll run without this in place. That's the only real cost of waiting.

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Schedule a Call With David

 Or contact:

David Baer | 503-208-4703 | db@davidbaer.me

"I had a cold and was able to speak to a doctor in 15 minutes and pick up my prescriptions for free."

— Verified member review

"My therapist was amazing. I really connected with her and I felt supported. Through my therapy, I am now able to communicate better and find ways to relieve stress."

— Member, State of Maryland

What Changes for Employees When You Add This

There's a program that layers on top of whatever health plan you already offer, at no added cost, and gives employees meaningfully more:

• 24/7 access to care through an app, without waiting for an appointment
• Faster access to second opinions
• Mental health support without the usual friction
• Chronic disease management
• Coverage for more than 1,000 prescriptions, often at no cost
• Access to voluntary benefits like dental, vision, and life insurance
• A modest increase in take-home pay

None of this requires changing your broker, your current health plan, or asking employees to do anything differently. It sits alongside what you already offer.

And there's nothing theoretical about this either. Here's what it looks like for people already using it: