Could Your Employer Give You a Stealth Raise? This is How To Get Thousands

[00:00:00] by Chris Gattis. Now Chris comes to the show he's an interesting guy because he created

[00:00:23] a company, he's the founder founder of the company Chris, is that fair to say?

[00:00:26] But co-snowler to be sure.

[00:00:27] What a founder of Capstone Health.

[00:00:30] And this is something that was brought,

[00:00:33] it was, it fell into my lap, brought to my attention.

[00:00:37] I went holy crap.

[00:00:39] Bombshell information here that I think every single employer

[00:00:44] and every single W2 employee who listens to the show,

[00:00:49] who knows people who could possibly benefit from this,

[00:00:51] who should be sharing the living breathing snot out of this,

[00:00:55] should pay attention because this is an absolute opportunity

[00:00:59] that exists, that doesn't exactly cost much of anything quite frankly.

[00:01:03] And in many cases doesn't cost anything at all.

[00:01:06] But is a tremendous benefit for the employer

[00:01:08] and the employee who happens to also have a health care coverage.

[00:01:12] So Chris, welcome to the program.

[00:01:14] Thank you so much for joining.

[00:01:16] If we can start off with what in the hell do you do?

[00:01:22] Ha ha.

[00:01:24] It's a loaded question.

[00:01:25] We do quite a bit of things, but to your point right now most

[00:01:30] of that is Capstone Health and because the nature of the program

[00:01:33] because of the benefits that are derived for both employers

[00:01:36] and employees from savings and from ability

[00:01:39] to utilize programs to get access to benefits

[00:01:42] and maybe normally wouldn't be able to.

[00:01:44] That's where most of our time is spent.

[00:01:46] But it really is kind of a door opener and opportunity

[00:01:48] to work with these business owners to go deeper

[00:01:50] and help them in their employees.

[00:01:52] So it's a really unique opportunity

[00:01:54] to do all the things we do on top of that.

[00:01:57] I'm going to ask an incredibly stupid question

[00:02:00] for which I already know the answer.

[00:02:02] Ha ha.

[00:02:03] So this is a softball.

[00:02:05] OK, like that.

[00:02:07] Do employers have problems with employee retention?

[00:02:14] Yes.

[00:02:14] OK.

[00:02:15] Yeah.

[00:02:16] Yes.

[00:02:16] One Google search will tell you that.

[00:02:18] Now that we've established the obvious,

[00:02:21] yeah.

[00:02:22] We all know that employers have a lot of problems

[00:02:24] with employee retention.

[00:02:25] And what you've done is you've basically dug

[00:02:27] into what exists within the Affordable Care Act

[00:02:32] to create a supplementary benefit to health insurance

[00:02:37] that allows employers to provide an added benefit

[00:02:41] to their employees and take damn good coverage

[00:02:46] or damn good, provide damn good coverage

[00:02:51] to the employee above and beyond what a medical insurance

[00:02:55] plan could do.

[00:02:56] Is that a fair assessment?

[00:02:59] Yes.

[00:02:59] There's a lot of pieces in there to unpack.

[00:03:01] But yes, it's Affordable Care Act.

[00:03:04] It didn't create it.

[00:03:05] Opened up the doors for wellness plans as they're known.

[00:03:07] So well, those plans have been around

[00:03:09] as something employees had had access to in the past.

[00:03:12] But very frankly was underutilized.

[00:03:14] They were created for the purpose of helping employees

[00:03:18] seek proactive care and help reduce costs

[00:03:21] of future insurance increases because now they're

[00:03:23] being proactive.

[00:03:24] They're doing their physical, they're losing weight,

[00:03:26] they're handling their blood pressure,

[00:03:27] doing these things.

[00:03:27] So less claims in the future.

[00:03:30] It didn't work.

[00:03:31] Employees were engaging.

[00:03:32] And so as part of it, as you said,

[00:03:34] the Affordable Care Act was an act in 2010

[00:03:36] that opened up the store a little bit broader

[00:03:38] for these wellness plans and the ability

[00:03:40] to bolt onto the medical plans and really enhance them

[00:03:44] create a program that does work

[00:03:45] but create better access to benefits as you alluded to.

[00:03:48] OK, so you use the term bolt on which

[00:03:50] you know, that is exactly what I used

[00:03:53] when I was initially exposed this

[00:03:55] as I was trying to describe it to others.

[00:03:57] This is a bolt on.

[00:03:58] It isn't add on to an existing approved employer-sponsored

[00:04:05] healthcare plan.

[00:04:06] Sure, it's one of the prerequisites

[00:04:08] is that you do have a major medical plan,

[00:04:10] stirrier group employer to go participate in this.

[00:04:13] So that is an important factor.

[00:04:15] And then correct the use of term bolt on

[00:04:17] where you just part of that plan, I should say part, right?

[00:04:22] It gets attached to create those benefits

[00:04:25] and create those opportunities for employees.

[00:04:26] All right, so then let's start off first

[00:04:29] with explain what the benefits are.

[00:04:33] Like why should an employer,

[00:04:36] we'll start with the employer first.

[00:04:37] Why should an employer pay any attention

[00:04:40] to what you are about to say?

[00:04:43] The employer has many, many reasons

[00:04:45] to walk down the list.

[00:04:47] Number one, major medical is hurting a lot of business owners.

[00:04:51] We've seen this trend of increasing the ductables

[00:04:55] to kind of just even out the increase in the premiums

[00:04:59] that you're paying for the medical insurance.

[00:05:00] So we've had in the United States

[00:05:03] is an increase in deductibles to households

[00:05:06] but it increased in premiums as well.

[00:05:07] And they've tried to save off that a little bit

[00:05:09] by increasing premiums, but it hurts 50%

[00:05:13] plus of bankruptcies in America

[00:05:15] because of our pay medical bills.

[00:05:17] And it's these large costs that are really hurting employees

[00:05:20] and Americans in general.

[00:05:22] So number one, it helps alleviate some of that.

[00:05:26] It helps put a proactive plan in place.

[00:05:28] It is proactive.

[00:05:29] We've a lot of mechanisms in place

[00:05:30] with some of our partners inside of our capsule health plan

[00:05:33] that allows you to be proactive

[00:05:34] and engage with utilization much higher

[00:05:37] than those of traditional wellness plans.

[00:05:40] On top of that, the employer is gonna save money

[00:05:42] on average, you know, that four to $500 per employee

[00:05:45] per year.

[00:05:46] So there's the savings on top of that.

[00:05:48] Okay, let's stop there.

[00:05:50] You just said an average employer

[00:05:52] is gonna save how much per employee try that one again.

[00:05:56] Yeah, four to $500 per year per employee.

[00:05:58] Employers are you listening?

[00:06:00] Four to $500 a year per employee in savings.

[00:06:04] So is it costing employers yes or no?

[00:06:09] No net cost is my answer there.

[00:06:11] So the answer is, so that savings is none of the costs.

[00:06:14] So we create the savings.

[00:06:16] We take our fee out for the program,

[00:06:18] for the back office, for all the stuff

[00:06:19] that we do inside of there, customer service

[00:06:22] and then what's left over is still saving.

[00:06:24] So there's no net cost

[00:06:25] your bottom line is gonna create those results.

[00:06:27] So it is actually a net savings to the employer.

[00:06:30] Yeah, absolutely.

[00:06:31] So employers who are listening should at least be looking

[00:06:36] into this without it out because four to $500 as an average

[00:06:40] for every employee with a net savings,

[00:06:45] well damn, if you had like 10 employees

[00:06:47] or you had 50 employees, you had 500 employees.

[00:06:50] That's a massive net savings to be looking at.

[00:06:52] And that's not something anyone should be

[00:06:54] shying away from, right?

[00:06:55] Correct, I mean, off set costs in other places

[00:06:58] helps in many areas.

[00:06:59] So yeah, every little bit helps,

[00:07:01] especially right now with the strain

[00:07:03] that a lot of business on each other.

[00:07:05] All right.

[00:07:05] So let's transition then.

[00:07:07] So you're an employer, sorry, you're an employee.

[00:07:11] You're an employee and you worked for a company.

[00:07:13] And you know, your employer says to you,

[00:07:17] hey listen, you know, we've got a new benefit

[00:07:19] that we're introducing in our company

[00:07:21] and most employees are gonna go blah, blah, blah,

[00:07:24] what do I care?

[00:07:25] Why should an employee care about this

[00:07:29] and pay enough attention to where they might go,

[00:07:32] I want to enroll?

[00:07:34] Yeah, I mean the employee options

[00:07:36] or reasons are just as great.

[00:07:40] So I want to create a separation here.

[00:07:43] So there's the capstone health program

[00:07:45] as part of this wellness plan from the Affordable Care Act,

[00:07:48] right?

[00:07:49] And so the savings for the employee

[00:07:51] and the savings for the employer

[00:07:53] are kind of the big key issue.

[00:07:55] They have access to some great additional benefits,

[00:07:57] great services utilizing our capstone health program.

[00:08:01] But the employees are gonna save about 120 to $140

[00:08:05] a month themselves.

[00:08:06] That's a month not per year like the employer number.

[00:08:09] So there's a larger savings for the employees.

[00:08:11] So I'm gonna frame it in a way that employees

[00:08:14] may not necessarily catch you immediately.

[00:08:18] That's called a pay raise.

[00:08:21] So what you're saying is that

[00:08:23] you're looking at approximately $140 a month pay raise

[00:08:29] and for anyone that's lousy at math like I am,

[00:08:33] that means that that is over $1,000 a year

[00:08:36] in the form of a pay raise just for taking on this benefit.

[00:08:45] Correct.

[00:08:45] Now with pay raises comes taxes.

[00:08:48] So that's something I definitely want to make sure

[00:08:49] we're clear on that is a taxable pay raise

[00:08:53] and that those new dollars that we created

[00:08:55] as we call it an efficiency that we created

[00:08:57] do become taxable.

[00:08:58] So that's the program right?

[00:08:59] That's the opportunities and savings.

[00:09:01] We have capstone health plan where you have

[00:09:03] the proactive health management.

[00:09:04] If there's really great features in there

[00:09:06] I won't back too deep into that this call,

[00:09:07] but the kind of buy product in this program is really

[00:09:12] though really the meat potatoes

[00:09:15] and what I believe from the employer

[00:09:17] and the employee side becomes really a great benefit

[00:09:20] which is those dollars can be used for what's called

[00:09:24] 213D is another area of the code qualified products.

[00:09:27] So this would be insurance products that they would buy

[00:09:30] that are in their employer sponsored

[00:09:33] that they could utilize like dental like vision

[00:09:36] on like disability and life

[00:09:39] and critical on this and cancer and gap

[00:09:42] from gap something we should definitely talk about.

[00:09:44] But these are products that are out there

[00:09:45] that they can utilize, take those dollars by them

[00:09:48] and they remain tax efficient.

[00:09:49] They're not paid tax on those dollars

[00:09:51] as a result of this 213D qualification.

[00:09:54] So this makes you know again, why the employers?

[00:09:56] They look great to their employees.

[00:09:58] Hey, we're putting this program.

[00:09:59] We're creating these dollars for you to buy benefits

[00:10:02] and we're talking about these trends that we see

[00:10:05] and there's a trend of about 35% of employees

[00:10:08] for going electing benefits because they're having

[00:10:11] the chance between putting food on the table,

[00:10:14] paying for kids to go to school

[00:10:16] to activities, right braces,

[00:10:18] whatever the things that they have to deal with as a family

[00:10:21] and they're saying, I'm not gonna add them to the data

[00:10:23] but I don't know we're not gonna do this plan

[00:10:25] and now here we're creating that opportunity

[00:10:27] which is awesome.

[00:10:28] That's, see to me what I heard about this

[00:10:30] I thought this is actually incredible.

[00:10:32] Yeah.

[00:10:33] And the fact that it's,

[00:10:36] I am gonna have you dive in just a little bit

[00:10:38] about sort of what it looks like.

[00:10:41] You know, I want you to talk a little bit

[00:10:42] about the app that comes with it because

[00:10:43] you know from someone who has had to go to a doctor

[00:10:49] someone who has to deal with a doctor.

[00:10:53] Wow, someone has had to go to the emergency room

[00:10:55] just the benefits of the app alone that comes with this

[00:10:58] from an employee standpoint like this becomes

[00:11:01] an O-brainer and I think I'm framing this in a way

[00:11:04] because a lot of times people might be listening

[00:11:06] to this podcast and you know if you're a business owner

[00:11:09] who's listening to this podcast

[00:11:10] you absolutely should be looking into this.

[00:11:12] Absolutely, absolutely, absolutely should be looking into this

[00:11:15] but employees typically may not

[00:11:17] and so I'm really encouraging anyone

[00:11:18] who happens to be a W2 employee

[00:11:20] who happens to have health care through their company.

[00:11:23] Listen to what this is

[00:11:25] and have the gusto enough to go to your boss

[00:11:28] to go to the owner of the company and say,

[00:11:30] hey you should check this out.

[00:11:34] So can you just give an employee a clue

[00:11:37] as to what it looks like even just for the app that you have?

[00:11:42] Yup.

[00:11:42] To provide them with a greater level of access

[00:11:45] to health care and wellness.

[00:11:48] I mean I can use me as the example here.

[00:11:51] You know my family and I would think

[00:11:52] a big Christmas trip every year and went to Europe

[00:11:55] and I'm literally on the flight home

[00:11:58] near his day last hour of eight hour flight

[00:12:02] and I'm going downhill.

[00:12:05] I'm getting sick.

[00:12:06] Stomach head, like everything just,

[00:12:08] I think my body just collapsed

[00:12:09] and so that week I would you know

[00:12:11] and try to fight it off for a few days.

[00:12:13] I wasn't bad, I'll be all right

[00:12:15] and just keep getting worse.

[00:12:16] So I pull that my Maze.

[00:12:19] So Maze Health is our partner on that side

[00:12:21] that handles the app and technology

[00:12:23] and they're not Maze.

[00:12:25] One platform for all these different tools, right?

[00:12:28] You only deal with one vendor here.

[00:12:31] So I press send and we know this.

[00:12:34] We've seen demos and we've talked about this

[00:12:36] but it's my first time just as a consumer using it.

[00:12:39] So I hit, are you open up to app?

[00:12:41] They're just like a send but just like

[00:12:43] you make it a fall call.

[00:12:44] But in 10 seconds,

[00:12:45] I'm on a call with an nurse practitioner.

[00:12:48] What's going on in a cruise?

[00:12:49] How's it going?

[00:12:50] It's not something that the doctor

[00:12:52] in my state was seeing somebody at that time.

[00:12:54] Usually it's a trance for right over.

[00:12:56] She said that, I'm sorry,

[00:12:58] the doctor seen somebody in your state

[00:13:01] but we'll contact you and we'll call you right back.

[00:13:04] So in between that there's an app for messaging

[00:13:07] or there's messaging inside the app.

[00:13:08] So they're messaging me,

[00:13:09] hey, doctors about to finish will call you soon.

[00:13:11] Doctor calls me, goes through my symptoms,

[00:13:13] see up, here's what's going on.

[00:13:15] Send my prescription to my pharmacy

[00:13:18] and this all happened within probably 10 minutes total.

[00:13:21] And when I got my prescription within an hour,

[00:13:24] I'm taking my pills and that day,

[00:13:27] that same nurse practitioner followed up

[00:13:29] with me in the in-app chat,

[00:13:30] hey, Chris, how you doing?

[00:13:31] You got your prescription checking in with me.

[00:13:34] So it's the engagement, the service,

[00:13:38] the ease of business is just second to none out there

[00:13:42] and then with some of the new stuff we have coming out,

[00:13:44] which will come out to April

[00:13:46] but we're talking biometric scanning,

[00:13:48] different things that in-app,

[00:13:49] that can re-blood pressure and other things

[00:13:51] that no one has it.

[00:13:53] And so when you look at that,

[00:13:55] the ability to get care quickly easily

[00:13:57] and the engagement and the way that they do

[00:13:59] is so good that we're seeing a large engagement

[00:14:02] as a result of this,

[00:14:03] that's really what these wellness plans were placed for

[00:14:06] and we feel like we're meeting expectations

[00:14:09] there helping employees as well there.

[00:14:11] So there was a story about the use of this app

[00:14:14] that I heard the other day

[00:14:16] that I guess if you have the features turned on

[00:14:19] on your phone, I guess and maybe you know the story

[00:14:22] maybe you don't if you do please speak to it.

[00:14:23] There was one of your clients,

[00:14:26] one of the users of the app

[00:14:28] went to the emergency room for a problem

[00:14:31] and while they were sitting in the emergency room,

[00:14:34] the app recognized where they were

[00:14:36] and through the app somebody contacted them

[00:14:38] and said hey what's going on?

[00:14:39] Why are you at the emergency room?

[00:14:40] How can we help?

[00:14:42] And they were able to help them

[00:14:43] where they didn't have to sit in the ER all day.

[00:14:44] They were actually taking care of right there

[00:14:46] from the waiting room in the ER

[00:14:47] to get them out of a situation,

[00:14:49] to give them medical care even before the ER could treat them.

[00:14:51] Is that can you kind of speak to that?

[00:14:53] Yeah, this is where that bolt-on

[00:14:54] that we talked about comes into play

[00:14:56] where if someone has a medical plan

[00:14:58] where we can integrate this in,

[00:15:00] they can know what's going on in the medical plan,

[00:15:01] we can turn on permissions

[00:15:03] that everything have to be granted for geofencing

[00:15:05] where they can say all right

[00:15:06] we know you're in this area

[00:15:07] we know you're sitting in the emergency room

[00:15:11] and as we know claims

[00:15:12] and we see claims data from different areas of care

[00:15:16] we know emergency rooms are very expensive to go to.

[00:15:20] So if I got a twist and ankle

[00:15:21] and I'm sitting in an emergency room

[00:15:22] number one you're going to wait for hours

[00:15:24] we've all had that experience.

[00:15:26] Number two service, care, all that it's not great

[00:15:28] pushing a lot of things through right

[00:15:30] so that it's not always a great experience on top of that.

[00:15:33] And then the third part is it's very expensive

[00:15:35] it's a hospital, a lot of employees

[00:15:36] a lot of costs over at everything.

[00:15:38] So yeah, so in this case we could do that

[00:15:41] and that app is going to communicate with them

[00:15:43] and it's going to help them make a better decision for them

[00:15:45] and two employers listening to the plans right

[00:15:48] the whole thing is we can drive costs of care now

[00:15:51] that leads to the reversal

[00:15:52] of what we're seeing

[00:15:53] just increasing prices all the time

[00:15:55] with health insurance

[00:15:56] and so if we could help them with the app

[00:15:58] where if it is something they see something

[00:16:00] who says hey three miles down the road

[00:16:01] there's an urgent care that has a 30 minute wait

[00:16:04] and there's a fraction of the cost

[00:16:06] we want to drive better decisions

[00:16:07] that are better for them

[00:16:09] and then better for the plan as well.

[00:16:10] Oh my gosh, now here we go.

[00:16:14] This sounds too good to be true.

[00:16:18] It's too good to be true.

[00:16:19] We got to run away because it's too good to be true.

[00:16:22] Now debunk that because I will say this

[00:16:26] I did a Google search

[00:16:29] I look this up

[00:16:30] yeah, and I'll tell you what

[00:16:32] this sounds right with fraud

[00:16:35] there's a lot of fraud out there

[00:16:37] surrounding stuff like this

[00:16:39] you're yours is a little bit different

[00:16:41] and I think it's important to distinguish

[00:16:44] what makes you different

[00:16:45] from the rest of the guys who are just committing fraud

[00:16:48] and vomiting all over themselves with fraud.

[00:16:50] Yeah, I think you know you make a good point there right?

[00:16:53] I think there's two things

[00:16:55] there's bad actors in anything

[00:16:57] and there's opinions with anything

[00:17:00] and that's where we have a lot of

[00:17:01] we have some bad actors that have created a bad need for this

[00:17:03] not necessarily because of the program

[00:17:04] that's the interesting thing

[00:17:05] is because of how they're implementing

[00:17:08] with employers and the fallout

[00:17:10] from the employer relationship with that broker.

[00:17:12] So that's the majority of issues there

[00:17:14] but we also, yes, we see issues with opinions

[00:17:18] of how this should be interpreted

[00:17:20] and all that stuff.

[00:17:22] That's a very deep answer

[00:17:24] then I'll touch on here with a couple things

[00:17:27] people have opinions

[00:17:29] and you can tell you what my high school coach said

[00:17:30] about those but I won't on this

[00:17:32] will be professional here.

[00:17:36] So you have to discount a lot of that right out of the gates

[00:17:38] but when you hear something like it's too good to be true

[00:17:41] as this is a no-brainer

[00:17:42] if it sounds too good to be true

[00:17:44] it probably is

[00:17:47] if there's math reasoning

[00:17:50] and actual codes that we're using

[00:17:53] that are part of the tax code

[00:17:56] that we're using that back all of a sudden

[00:17:57] we can explain this

[00:17:59] it's not, there's an explanation

[00:18:01] then the actual logic in principle

[00:18:02] based on how this is done.

[00:18:03] So what I would say is number one

[00:18:07] page 509 of the Affordable Care Act

[00:18:10] you can read about while in this plants

[00:18:11] and where these keep from.

[00:18:13] So it's in the Affordable Care Act.

[00:18:14] It's tax law

[00:18:15] so it's not something that can be changed

[00:18:17] in our opinion

[00:18:18] and in the opinion of professionals we talk to

[00:18:21] and they're in force and in place

[00:18:24] without Congress or someone acting on this

[00:18:26] because the IRS or you know

[00:18:28] only can affect tax law

[00:18:29] without you know, was that whole tea party

[00:18:31] saying right for a taxation representation

[00:18:34] that needs to happen.

[00:18:35] Yeah, don't try to make it.

[00:18:37] It's so you know

[00:18:39] it's all those kind of factors

[00:18:40] and then when you do look into the

[00:18:42] like we talked about capstone is a wellness

[00:18:44] and proactive health plan

[00:18:45] that's what they were made to do

[00:18:48] there needs to be a medical plan that it is

[00:18:49] that it is aligned with

[00:18:52] and that needs to be the primary focus

[00:18:54] as I mentioned like those the products

[00:18:56] and all that those that's a byproduct

[00:18:57] of actually what the program is intended

[00:19:00] and so when you hear people

[00:19:01] oh, you don't need a medical plan

[00:19:03] or oh by this thing with you know

[00:19:05] in pushing product that's where you start

[00:19:07] those you know those certain

[00:19:08] that here's on the back of your neck

[00:19:10] kind of stand up.

[00:19:11] So we know it's a wellness plan

[00:19:13] put that into place

[00:19:14] and then we use the byproduct

[00:19:15] of the benefit to help your employees

[00:19:17] and customize way for what you as employer need

[00:19:20] and your employees need as a result

[00:19:22] of what you're already doing

[00:19:23] or what you want to do

[00:19:24] that's the big differentiator

[00:19:26] and I mean follow the scores

[00:19:28] or two on our program

[00:19:29] we've had it met it by many companies

[00:19:31] many high level authorities

[00:19:32] and CPAs and different areas

[00:19:34] but we also have for you employers listening

[00:19:38] we have an indemnity

[00:19:39] re-insurance program

[00:19:41] for this plan that if anything ever changes

[00:19:44] in the tax code and there's anything retroactive

[00:19:46] which there's no precedent for that

[00:19:47] but if that ever were to happen

[00:19:49] that our plan would be covered for any

[00:19:52] clawback of any taxes do

[00:19:54] any penalties are interesting

[00:19:55] and any difficulties.

[00:19:55] So that's how confident we are

[00:19:57] and how much we've been better than most.

[00:19:59] So to simplify that

[00:20:02] what you're actually saying is that

[00:20:05] for the employers

[00:20:06] you have wrapped this service up

[00:20:09] with an insurance policy

[00:20:12] a general liability policy

[00:20:14] to cover the employers themselves

[00:20:17] should there be changes

[00:20:20] to the code

[00:20:21] to make sure that they are protected

[00:20:24] and this is something

[00:20:25] probably not through state farm

[00:20:27] this is probably a general liability

[00:20:28] insurance through much larger farm.

[00:20:30] The third party of your insurance

[00:20:31] that's re-insuring them

[00:20:32] indemifying against those three things.

[00:20:34] So therefore the employer in this situation

[00:20:37] is protected because it is

[00:20:38] the whole thing is wrapped

[00:20:41] by a general liability policy

[00:20:42] that I'm assuming by saying this

[00:20:46] as the policies are put together

[00:20:48] as the program is set up

[00:20:50] you are literally

[00:20:51] then naming the employer

[00:20:53] as an insurery on that policy.

[00:20:56] That would be named

[00:20:58] as the particular insurance absolutely.

[00:21:00] That's pretty sharp.

[00:21:02] So that does essentially

[00:21:05] is it reduces the risk significantly

[00:21:07] to the employer

[00:21:08] and that takes away

[00:21:10] that component of

[00:21:12] well this is fraud.

[00:21:14] I mean, if you're naming an employee

[00:21:17] on a general liability

[00:21:19] employer on a general liability policy

[00:21:22] you're not out to commit fraud.

[00:21:24] I mean, no we're not.

[00:21:26] That's not a thing.

[00:21:27] No, we're not.

[00:21:28] And so I think that's why it's important

[00:21:30] for me to at least get you

[00:21:32] to distinguish that

[00:21:34] because that is the factor

[00:21:37] that takes it from

[00:21:38] fraudster, shyster, bad actor

[00:21:41] to this is legit.

[00:21:43] And the other thing that I think made it legit

[00:21:45] is when you do look at

[00:21:49] what the IRS and some of these scam

[00:21:52] believe made in my homework.

[00:21:54] I can't, you know, website say,

[00:21:55] look for this.

[00:21:56] Look for this.

[00:21:57] If you see this, it's a red flag.

[00:21:59] Well, one of the things that you said

[00:22:02] is that you're not going to do this

[00:22:04] unless the employer has

[00:22:07] an employer sponsored health plan

[00:22:10] a legit health plan in place

[00:22:12] because the ones who are doing

[00:22:14] the fraud are the ones who are going,

[00:22:15] no, no, you don't need that

[00:22:17] and you're going to save lots

[00:22:20] of money employer

[00:22:21] because you won't have to have

[00:22:23] a health care plan.

[00:22:24] And so I think that

[00:22:27] I think you did a really good job

[00:22:28] as far as addressing those concerns.

[00:22:30] So therefore, again,

[00:22:32] why wouldn't an employer look at this?

[00:22:36] What do you exactly hear

[00:22:37] why they don't look at it?

[00:22:39] Yeah, I think for the reasons we discussed

[00:22:42] everyone,

[00:22:44] like I was talking with a group yesterday

[00:22:47] and they literally, well,

[00:22:48] we have to count this as a liability

[00:22:50] and I'm like, well, you have a little

[00:22:51] bit of an insurance policy.

[00:22:53] It's just things they don't understand

[00:22:54] their spear involved in anything we do, right?

[00:22:56] And I think it's that fear of the unknown

[00:22:58] and I use the example of

[00:23:01] like when you look at 401Ks

[00:23:02] how long they took to get adopted

[00:23:04] even pre-tax that section 125

[00:23:06] of pre-tax of benefits

[00:23:07] how long it took even the government

[00:23:09] to adopt them.

[00:23:09] We're talking seven years

[00:23:11] I think up 401Ks

[00:23:12] like we took years

[00:23:14] for people to start adopting these things.

[00:23:15] So tax law has changed.

[00:23:17] We've all had that.

[00:23:18] We've all seen that.

[00:23:20] This is tax law

[00:23:21] and so I think once you get over that fear

[00:23:23] and uncertainty and more and more so.

[00:23:25] Excuse me,

[00:23:26] in the years we've been doing this

[00:23:27] we went from that fear to now

[00:23:29] where we're getting calls.

[00:23:30] Hey, we've never represented

[00:23:31] a couple of months ago.

[00:23:32] Oh, now my buddy's doing it.

[00:23:33] We want to do it too

[00:23:34] and so it doesn't start to get

[00:23:36] popularity more acceptance.

[00:23:38] The leaders are kind of at the forefront.

[00:23:39] They're like, yeah,

[00:23:41] I'm wanting to do these new things

[00:23:42] and try new things

[00:23:44] and the other ones are like,

[00:23:45] I'm gonna sit back

[00:23:45] and see what happens here

[00:23:47] and I think the leaders

[00:23:48] the ones down the 401K at the benefit.

[00:23:50] Obviously and the others

[00:23:52] eventually look at you up

[00:23:53] but lost out during that time.

[00:23:55] So, again,

[00:23:56] it's having a conversation

[00:23:58] it's customizing these things

[00:23:59] but there's no reason not to.

[00:24:02] There's always little issues

[00:24:04] to be concerned about

[00:24:05] like setting a payroll properly

[00:24:07] but again,

[00:24:07] that's where we come in

[00:24:08] when we contracted with payroll companies

[00:24:10] that will actually help do this for you

[00:24:11] or run dry payrolls

[00:24:13] and make sure everything goes smoothly.

[00:24:14] Those are our removing pieces to that

[00:24:16] and we know we've done this long enough.

[00:24:18] So again, seeking out professionals

[00:24:20] that do it right, we believe that's us.

[00:24:23] So I'm gonna dive into the weeds

[00:24:24] for a little bit just because of something you said.

[00:24:27] So you work with payroll companies.

[00:24:31] Can you just

[00:24:32] what are like the top three or five payroll companies

[00:24:35] that you work with to make it easy?

[00:24:37] Because that's gonna cover probably 90%

[00:24:40] of the payroll companies out there.

[00:24:43] So to be clear, we work with like HR and payroll consultants

[00:24:46] that deal with all those things.

[00:24:47] So, there's the big good boys out there.

[00:24:50] There's ADP, there's pay lossity,

[00:24:52] there's quick votes, pay jacks, right?

[00:24:55] All the big ones.

[00:24:57] But I mean, I think over time we,

[00:24:58] I think we've had over 3000 different payrolls

[00:25:01] that we've had to interface with at one point or another.

[00:25:03] So they all are similar but different

[00:25:06] and so that's why we have professionals

[00:25:07] that deal with payroll pay jacks and payroll.

[00:25:11] Payroll all the time from that standpoint

[00:25:13] that are actually consulting

[00:25:14] helping get the information we need,

[00:25:16] helping implement these things.

[00:25:18] So you're not having the frustration to try to figure it out.

[00:25:21] So let me reverse the question since I came about

[00:25:23] a completely the wrong direction.

[00:25:26] The long and the short of it is,

[00:25:28] you're gonna end up working with that company

[00:25:30] whoever the company is that decides they wanna come to you

[00:25:32] and you're gonna help them with their payroll process

[00:25:35] to ensure that it is a smooth bolt on,

[00:25:41] smooth add on to their payroll process

[00:25:43] and their company, well, it's not gonna be a big headache.

[00:25:45] For me, I think of my wife who hates doing payroll

[00:25:50] as it is has, you know, like, oh my God.

[00:25:53] Just changes in payroll when we added a 401k,

[00:25:59] running payroll, dealing with payroll.

[00:26:01] I mean, it's this constant stress for her.

[00:26:03] It's always been a flaming pain in the ass

[00:26:06] and if it's happening to her

[00:26:07] then there's always a probability

[00:26:08] that it's happening to lots of small businesses.

[00:26:11] And so by you providing this going into it,

[00:26:16] someone's gonna be there to hold the hand,

[00:26:17] someone's gonna be there to make sure it's done right.

[00:26:19] You're gonna do the dry run

[00:26:20] to make sure that it's gonna be accurate.

[00:26:22] And then from that point, once it's set up properly

[00:26:25] then it just goes back to the simplicity of,

[00:26:28] well yeah, you're gonna add how this J worked 45 hours this week.

[00:26:34] So he's gonna have, you know, 40 hours of regular

[00:26:36] and five hours of overtime

[00:26:37] and this much goes to this, to this, to this, to this

[00:26:40] within the fight of the benefits and all that

[00:26:42] and it's very simple.

[00:26:43] So it's not something to be afraid of.

[00:26:45] Right, yep, yep, absolutely.

[00:26:49] Well there you have it.

[00:26:51] We're gonna wrap it up.

[00:26:53] We're coming up on the end of our time together.

[00:26:55] You couldn't give me all day.

[00:26:56] Otherwise I would take y'all there.

[00:26:58] Yeah.

[00:26:59] So are there any final thoughts that you wanna add

[00:27:02] to provide this audience, the greatest audience

[00:27:06] that ever existed in the pod world and on YouTube

[00:27:10] because everyone should be watching on YouTube

[00:27:12] and by the way that means you should be watching,

[00:27:14] subscribing and leaving amazing reviews.

[00:27:17] Is there anything else that you'd like to add?

[00:27:21] You know, I would say it's checking out for yourself.

[00:27:24] Right, is one of those things

[00:27:25] everyone we talk to every business we talk to

[00:27:27] is so different because of their needs.

[00:27:29] Like you said, retention, recruitment, all that stuff

[00:27:32] with their employees that want to have it

[00:27:33] they're just phones already what they wanna add

[00:27:35] and that's really where we can help customize.

[00:27:36] So check it out for yourself.

[00:27:37] Let's have a conversation.

[00:27:39] Happy to help however we can.

[00:27:42] And in the end we've done some incredible things

[00:27:45] it's a fun program to be a part of.

[00:27:47] I've been in the Finnish service industry group

[00:27:48] benefit side 20 years and combined in all those things

[00:27:52] and this is one of those things

[00:27:55] I don't feel like I'm selling anybody

[00:27:56] I feel like we're helping people,

[00:27:58] we're creating the savings to be paid for

[00:28:00] like it's just a fun program to be a part of

[00:28:02] and it's just a win-win win for everybody involved.

[00:28:04] So lots of fun and I'm joined the party.

[00:28:07] Excellent, well listen,

[00:28:09] anyone that decides they wanna reach out

[00:28:11] what website are they going to?

[00:28:14] Sure, capstonehealthplan.com

[00:28:16] and check us out there.

[00:28:17] And capstonehealthplan.com

[00:28:19] Say that we're in.

[00:28:20] Capstonehealthplan.com

[00:28:22] And that is one more time.

[00:28:24] Capstonehealthplan.com

[00:28:26] There we go, okay.

[00:28:28] So anyone that's gonna go to that website

[00:28:30] and what's gonna get in touch with Capstone

[00:28:32] the first thing you need to tell them is

[00:28:34] you heard about it here first.

[00:28:36] You heard about it, brain ski, I sent you

[00:28:39] because maybe you'll get a little something

[00:28:41] so I don't know.

[00:28:42] I'll have to talk about that after the call.

[00:28:44] But at the same time, seriously though,

[00:28:47] by all means it's worth looking into

[00:28:50] and employees why on earth would you not want that value?

[00:28:56] If it comes in the form of more money in your pocket

[00:28:59] that you could be using to take better care

[00:29:01] of yourself and your family

[00:29:03] and have access to ways of doing it

[00:29:05] in a much better smarter way

[00:29:06] than you're probably already doing.

[00:29:08] You do not see this regular insurance companies.

[00:29:10] You will not see this from direct care by itself.

[00:29:14] This to me is a fantastic blend of excellent

[00:29:18] quality care where the employer

[00:29:22] doesn't have to lose money in the process

[00:29:24] so they're motivated and you as an employee

[00:29:26] can actually probably get a raise out of it.

[00:29:28] So by all means, you should be looking at this.

[00:29:30] That's once again, capstonehealthcareplan.com.

[00:29:35] Go to the link attached to the show here on YouTube,

[00:29:37] attached to wherever you find your podcast

[00:29:39] wherever that is in the show notes.

[00:29:41] By all means, go to the link, learn more about it,

[00:29:43] very easy to click, just do it, you got nothing to lose.

[00:29:47] Thank you so much Chris for joining.

[00:29:48] My pleasure, thank you, sir.