Welcome to CAPSTONE
Capstone Process
| STEP 1: | Register Prospect with Capstone |
| STEP 2: |
Schedule/Conduct Initial Presentation
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| STEP 3: |
Submit Request for Quick Quote
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| STEP 4: |
Schedule & Conduct Quick Quote Presentation with the Prospect
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| STEP 5: |
Obtain Request for coverage form
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| STEP 6: |
Schedule Payroll Data Extraction Meeting
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| STEP 7: | Introductory Email Sent out along with Employee Communication |
| STEP 8: |
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| STEP 9: |
Start the Implementation process.
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| STEP 10: | Schedule Payroll Implementation Kick- off Call |
| STEP 11: | Conduct Post Implementation Follow-up Review |
It’s important that you shepherd the prospect and keep tabs on Capstone through the entire process, follow up etc.
Resources
- Presentation Tools:
- Capstone Plus Full Presentation Deck - Click Here
- Rx Valet Prescription Formulary - Click Here
- Prospecting:
- Employee Benefits Overview Flyer - Click Here
- One Page Overview - Click Here
- Legal:
- Summary of April 2024 IRS - Click Here
- April 2024 IRS Ruling - Full clarification on use of indemnity plans - Click Here
- Legal Brief on use of Indemnity plans in US - Click Here
- Amaze Health Videos: Click Here
FAQ's
The IRS came out with a notice on April 3rd, 2024, laying out the way to be compliant with how to run these plans. Yes, Capstone complies with that and is compliant with the internal revenue codes we use.
You do not need a license to do be paid on this plan. We do require you to have a license when presenting or we provide “Market Directors” who will present for you.
Yes. It’s the matching FICA savings benefit from $500 to $700 per employee per year.
The answer is yes. It doesn’t matter their wages it matters that they have w2 income and withholding that we’re able to save against.
Yes. If they have a 125, we just use that, but we may have to revise it.
Insulin is Not included. Here is a link to the formulary. – Click Here
The claim payment is tied to the CPT codes, which are the agreed-upon prices for certain services and what hospitals and doctors’ offices use to negotiate with providers. This helps us make those claim payments compliant with IRS guidelines.
Great prospects include business owners with over 50 employees, ERC groups, group benefit advisors, CPAs, life and annuity agents, and school districts.
The Amaze Health App has a fast and friction-free process with no triage, no intake, no waiting rooms, and immediate response. It also includes geofencing and smart triggers for medical facilities.
This program doesn’t disrupt or replace any medical or supplemental plan. It’s an enhancement at no net cost for the employer or employee. It stands alone from the medical plan, but compliments it as well.
By offering additional benefits like the Amaze Health App and biometric facial scan, the program helps employees feel better supported, which increases productivity and reduces turnover.
Capstone provides comprehensive information and legal compliance documents to address any objections, including the recent IRS guidelines from April 3rd, 2024, which provide a clear regulatory framework.
Yes, Amaze will help with balance billing.
The process is simple: a 20-minute call with HR, data extraction using encryption, proposal creation, meeting with decision-makers, signing an agreement, and then virtual or on-site enrollment.
We have 6 levels. It’s not just based on monthly pay; it factors in dependents, state withholding, and other variables.
No, they need to receive our physician written emails and download the app.
We help set up the deductions with the payroll company; we don’t change payroll processes.
Yes, but there’s no action required from the employee. The TPA handles everything in the background.
There’s a lower savings since there’s no state tax to save against, but it still works.
Yes, the matching FICA is reduced.
Yes, because of the lower social security contribution. We usually see less than a 1% change to employees’ social security. Employees can use the savings for additional savings for retirement as well.
The typical sales cycle is 30 days, with full implementation around 4-8 weeks.
50 to 150 employees are the sweet spot and easiest deals.
The best person to talk to is the CEO, the dean, or anyone at the highest level.
Yes, it can still be added. Almost every company has a Section 125 plan, but the value and savings are much higher with Capstone’s program due to the other codes used.
No, they need to have five or more employees.
Yes, but there’s no action required from the employee. The TPA handles everything in the background.
Absolutely, 100% absolutely.
Yes, it is. Anywhere that pays W2 wages.
PEOs (Professional Employer Organizations) take on a company’s employees and handle taxes and payroll. The savings will go to the PEO, not the company, so you need buy-in from the PEO. It can be a bit more complicated, depending on the size of the PEO and the arrangement, but it can work.
It’s not based on income but on the withholding and the number of dependents. For example, someone making good money but claiming 10 dependents on their W-4 might not qualify.
No, but having a health license allows you to sell health benefits and other things, providing more opportunities.
We have a plan that works for this situation as we run into it often. There is less savings, but it still works.
The minimum is 10 employees.