Black Flag Education Benefits
A modern preventative care program designed to expand benefits for educators and school staff while helping eligible districts put money back into their budgets at zero net cost.
Calculate your savingsA healthier workforce
Educators and school employees deserve convenient care, meaningful support and benefits they can actually use. At the same time, every dollar in a school budget counts.
The program brings 104 health, wellness, family and financial services into one coordinated experience. For eligible school employers, potential payroll-tax savings can help fund those benefits and free up budget resources.
A benefit with a measurable return
Payroll savings calculator
Explore the potential using your district’s workforce count, then request a review using an employee census supplied by payroll.
Illustration assumes every employee entered is eligible, enrolled and subject to the relevant employer payroll taxes. Public-school FICA and Social Security coverage varies by district and employee group. Actual savings depend on census data, eligibility, participation, payroll and retirement arrangements, tax treatment and program terms. Not a quote or guarantee.
Why it works
For qualifying school employers, eligible pre-tax benefit and reimbursement arrangements may reduce applicable employer payroll taxes. District-specific review is essential.
Some public-school employers do not participate in Social Security for all staff, and Medicare treatment may differ. Only applicable payroll taxes can generate savings; the actual opportunity must be verified from district payroll records.
A $1,198 monthly pre-tax election is paired with a $1,198 tax-free medical reimbursement in the same pay period. The tax treatment creates the potential savings.
For an employee subject to both employer Social Security and Medicare taxes, the standard model estimates roughly $41.65 in net monthly savings after the program fee. District-specific results may be lower or zero.
Section 125, Section 105 SIMRP and PCMP plan documents support the program structure and administration.
Virtual primary care, counseling, medications, lab testing and more are brought together in one program.
Preventative care that works
The program is designed to sit alongside qualifying district benefits without replacing existing coverage, insurance carrier, broker or payroll provider.
Employees enroll voluntarily and access services through a dedicated program portal designed for simple ongoing use.
For eligible districts, the model is designed to cover fees through applicable savings, with zero net employer cost when verified by a district-specific analysis.
Health, mental wellness, family, pet, legal and financial resources give employees many relevant ways to use the program.
Preventative care management plan
Explore 12 key included benefits within a coordinated program offering 104 services. Availability and eligibility vary by plan and location.
An ongoing doctor by video for checkups, chronic conditions and refills.
A clinician by phone or video for infections, rashes, flu and more.
Evaluation and medication management by video.
Regular therapy by video for anxiety, depression and grief.
Send photos of a skin concern and receive a treatment plan.
Bloodwork and routine screenings at Quest and LabCorp at no additional cost, where covered by the program.
Over 1,000 common prescriptions at $0 through the program pharmacy network, subject to the formulary and plan terms.
Guided audio for sleep, focus and stress.
Access a veterinary professional by chat or video.
Online software that suggests how to allocate your 401(k), based on a short risk questionnaire.
Confidential counseling and resources for family, work-life, legal and financial concerns.
Digital estate planning documents, available after six months of active enrollment under the program terms.
The 104 services offered are designed for $0 net employee cost. Specific vendor coverage, service availability and program terms apply. Paid elective add-ons are not included.
Your virtual care clinic
School employees can reach a connected virtual care experience that spans ongoing primary care, urgent care, counseling, dermatology, psychiatry, care coordination, lab testing and medication support.
Additional services
Primary care, urgent care, pharmacy support, counseling and specialty virtual access.
Help navigating referrals, records, scheduling and the right level of care.
Virtual primary care
The clinic supports an ongoing provider relationship, routine preventative needs, chronic condition management and coordinated access to other virtual services.
Virtual urgent care
Employees can access virtual evaluation and treatment for eligible mild-to-moderate acute needs and certain chronic-condition flare-ups. Referrals are provided when in-person care is appropriate.
Rx and pharmacy care
Providers can route medically necessary prescriptions to the member’s preferred pharmacy. The elected formulary tier determines which medications are available at $0 or $5.
One connected platform
Examples are illustrative. A licensed provider determines whether a condition is appropriate for virtual care. Emergency care is not provided through this program.
Human support when it matters
The Employee Assistance Program and virtual care services provide multiple ways to connect, including telephone, text, chat and video options where available.
24/7 telephonic counseling is answered by master’s or Ph.D.-level staff.
Legal, financial, family, work-life and coaching resources extend beyond behavioral health.
Your benefits hub
Employees access program services through a dedicated enrollment and member experience rather than trying to navigate disconnected benefits on their own.
How it works
Share basic district information. Payroll can provide an employee census for a detailed eligibility and savings review.
Review modeled district savings, employee impact, applicable FICA treatment, eligibility and program details.
Plan documents are adopted, payroll codes are configured and employees make voluntary elections.
Services activate on the agreed effective date and ongoing administration is coordinated for you.
Is your school system a fit?
A payroll-provided employee census and district-specific tax review help determine whether the program works for your schools.
Not all districts and employees will qualify. Savings can be reduced or unavailable when employer FICA does not apply. Collective bargaining terms, compensation, coverage, plan documents and local implementation requirements require review.
Built on established tax law
The structure is based on IRC Sections 125, 105 and 213(d), supported by plan documents and administered under uniform rules.
A cafeteria plan document authorizes the voluntary employee election.
The SIMRP governs the tax-free reimbursement and nondiscrimination rules.
The preventative care services are structured to qualify as medical care.
Identical fees and individually signed elections support consistent administration.
No program can guarantee a district-level savings, audit outcome or employee take-home result. Employers should review the structure with their own tax, legal and benefits advisors.
Frequently asked questions
These answers explain the general program. Your proposal and plan documents control the exact benefits, pricing, eligibility and implementation details.
Not always. Public school payroll and retirement systems vary, and some employees are not covered by Social Security. District-specific Medicare and Social Security obligations must be confirmed. The standard savings illustration is not a promise that those amounts will apply to your district.
We start with a conversation and an employee census produced by your payroll provider. Please do not upload individual employee records or sensitive information through this public form. We will coordinate an appropriate secure process if further data is necessary.
It is an employer-sponsored benefit program that combines qualified preventative care services with a Section 125 pre-tax election and a Section 105 medical reimbursement arrangement. The goal is to expand employee benefits while creating payroll tax savings.
No. The plan is designed to complement qualifying existing district coverage and does not require replacing your current carrier, broker or payroll provider.
The model is designed for zero net district cost when applicable payroll savings cover program fees. Actual economics vary by FICA coverage, employee eligibility, enrollment, payroll configuration and administrator terms; these must be verified before any cost claim is made.
The 104 services offered are designed for zero net employee cost. In the standard illustration, payroll tax savings offset the $139 monthly management fee and can also increase take-home pay. Results depend on the employee’s tax situation.
No. Individual employee results depend on payroll tax coverage, income and withholding, elections and other factors. We do not guarantee take-home pay increases.
Districts, public charter employers and other school organizations can request a review. Feasibility depends on payroll setup, covered employees, program requirements and administrative economics rather than school count alone.
Generally qualifying W-2 employees with eligible coverage, sufficient compensation and program-specific eligibility may enroll voluntarily. District-specific Social Security and Medicare participation, bargaining agreements and retirement structures also require review.
No, but we have an Everyday Health program designed for this. Contact us to discuss the options.
Yes. The plan covers the employee, spouse and dependents.
Yes.
Usage rules vary. Certain services include unlimited access, while others are annual, appointment-based or subject to clinical and vendor limits. Exact terms are included in the benefit materials.
Most services can be accessed through a modern smartphone, tablet or computer with an internet connection. Telephone access is also available for certain counseling and support resources.
An eligible annual chemistry panel is available through the preventative wellness visit. Other labs may be offered at a discounted cash price or billed through insurance, depending on the service and clinical need.
The plan includes a tiered medication formulary. Depending on the elected tier, certain acute medications are available at $0, some chronic medications may be available at $5 and other medications may receive discounts. Exact coverage must be confirmed in the proposal.
Eligible pre-tax elections may reduce employer payroll taxes where applicable. Some school districts participate in Medicare but not Social Security for certain employees. Therefore the standard private-sector 7.65% illustration may not apply. We use a district census and payroll review to estimate any actual savings.
Section 125 supports the voluntary pre-tax benefit election. Section 105 governs the medical reimbursement arrangement and related administration. Together with qualifying medical services under Section 213(d), they form the program structure.
Section 213(d) defines medical care for federal tax purposes. The program’s preventative care services are organized around services intended to qualify under that definition.
The program administrator prepares and maintains the Section 125, Section 105 SIMRP and PCMP documents, coordinates enrollment and billing, and delivers services through independent vendors. The employer remains the plan sponsor.
Programs are designed to integrate with existing payroll systems.
Enrollment is voluntary and completed through the program’s portal using individually signed election forms. Payroll then adds separate deduction and reimbursement line items.
The program includes formal plan documents, uniform fees, signed elections and ongoing administration. These measures are designed to support consistent documentation, but no one can guarantee the outcome of an audit.
No. Black Flag coordinates the financial opportunity and evaluation. The program is not insurance and is designed to complement rather than replace qualifying existing district coverage.
Black Flag remains your point of contact during evaluation and implementation. Program and vendor teams provide enrollment, administration, member and service support after launch.
Ready to run your numbers?
Share a few details to start. We’ll discuss your district’s payroll structure and request an employee census from payroll to evaluate potential savings.
