The Partnership Model
WIMPER Partners is a referral relationship. You review employer fit privately with Matt before deciding whether to make an introduction. No employer contact happens without your permission, and you remain visible if the opportunity moves forward.
What You Do
Identify the opportunity. When you see an established client with 100+ full-time W2 employees, existing group medical, and a professional payroll provider or an experienced in-house payroll specialist or dedicated team with direct system access and authority to configure and test payroll changes, you mention that there may be a payroll-tax and benefits-structure opportunity worth reviewing. If they are interested, introduce them to Matt Ragudo, Director of Partnerships, for the preliminary Employer Savings Diagnostic.
You control whether the introduction happens and remain visible through the handoff. Brandon coordinates the implementation work across the responsible parties.
What Happens Next
Each role stays clear.
- Fit Diagnostic: Matt screens the employer using aggregate facts first and confirms the executive decision path.
- Eligibility Verification: After preliminary fit, WIMPER confirms only full-time status, benefit eligibility, and sufficient salary to support the deduction that creates projected tax savings. This is not a legal or tax review.
- Implementation Coordination: Brandon aligns the employer, adviser, payroll provider, and program parties, and coordinates the required paperwork and procedures.
- Plan Documents: We structure the Section 125 cafeteria plan and Section 105(b) SIMRP to meet all IRS requirements.
- Payroll Integration: We test the integration with a mock payroll cycle before going live.
- Compliance: Nondiscrimination testing, documentation, and a Digital Compliance Vault accessible to the employer.
- Ongoing Support: Annual testing, plan amendments, and compliance monitoring.
Figures shown are estimates. The $111,920 illustration assumes all 100 employees enroll at the standard $1,119.20 amount; at 80% participation the estimate is $89,536. Employee-level savings can be slightly lower above the applicable FICA wage-base cap. Employer totals depend on the census, wages, participation, elections, and payroll setup. A verified ProForma provides the real projection.
Your Clients See You as the Source
When a client saves $111,920 a year in FICA taxes (100 employees at $1,119.20 each), they remember who brought them the idea. That is you.
Who This Works For
The WIMPER program is designed for employers with:
- 100+ full-time W2 employees
- A professional payroll provider or an experienced in-house payroll specialist or dedicated team with direct system access and authority to configure and test payroll changes, plus organized workforce records
- Existing group medical benefits (WIMPER layers on top and does not replace them)
- An owner, CEO, CFO, or empowered executive willing to investigate
- Industries with high W2 headcount: skilled trades, medical facilities, logistics, hospitality, warehouse operations, manufacturing
Ready to Learn More?
No commitment. Just a conversation about whether WIMPER fits your practice.
Start a Conversation →Sources
- Legal Information Institute (Cornell Law), 26 U.S. Code § 125, Cafeteria plans. The statutory basis for pre-tax cafeteria plan elections that reduce FICA wages.
- Legal Information Institute (Cornell Law), 26 U.S. Code § 105, Amounts received under accident and health plans.
- Legal Information Institute (Cornell Law), 26 U.S. Code § 3121, Definitions (FICA). The FICA wage base affected by pre-tax salary reductions.
- IRS, About Publication 15-B, Employer’s Tax Guide to Fringe Benefits. Background on cafeteria plans and qualified fringe benefits.
This page is educational information, not tax or legal advice. Consult your own tax, legal, and benefits advisors before acting. Savings figures are estimates that vary by employer.