SHIELD brings MEC benefits, the full Lyric clinical suite, health assessments, eligible labs, provider-informed follow-up and benefits navigation into one conversation. Explore potential payroll advantages alongside the actual plan and compliance requirements.
Lyric assessments and eligible labs connect with provider review, personalized outreach and informed follow-up.
SHIELD pairs actual healthcare access with assessments, clinician review, eligible labs, outreach and ongoing navigation. The plan design and payroll transactions must be evaluated separately from the care experience.
Explain the real MEC, virtual care, pharmacy, lab and support resources.
Show assessment, clinician review, outreach and follow-up.
Check payroll elections and medical reimbursements against their separate requirements.
Care access, eligible labs, clinician-led follow-up, navigation, pharmacy and household services—with clear eligibility and benefit boundaries.
MEC Part A provides defined eligible ACA preventive benefits. SHIELD materials describe participating First Health in-person primary and specialist visits with specified copays; the actual benefit schedule governs. Not major medical.
Explore the service ↗SHIELD materials describe eligible $0 virtual primary care and 24/7 virtual urgent-care access included with membership. Actual services and charges follow the selected program.
Explore the service ↗Lyric offers behavioral-health care, skin consultations and musculoskeletal support through appropriate clinical pathways.
Explore the service ↗Member assessment, clinician review, and eligible preventive labs—including supported home collection or participating laboratory access where available. Test eligibility, orders and fees depend on the program.
Explore the service ↗Provider-informed engagement, individual follow-up, reminders and care-gap outreach connected to clinical needs—not just automated messaging.
Explore the service ↗Human, non-clinical help with benefits questions, provider searches, appointments, pharmacy resources and next steps.
Explore the service ↗Eligible zero-cost formulary medications, pharmacy assistance, medication review and clinician-directed medical weight management, including GLP-1 assessment when appropriate.
Explore the service ↗Applicable household virtual services, pet advice, and separate imaging, surgery, infusion, dental and vision resources under actual program terms.
Explore the service ↗SHIELD’s model goes beyond enrollment messages. It connects member assessments, appropriate licensed-provider review, eligible laboratory resources and personalized follow-through within a care pathway.
The member completes an appropriate health assessment or reports a care concern through the designated program.
A qualified clinician evaluates relevant history, risk factors or symptoms and determines appropriate next steps.
Eligible preventive or diagnostic tests may be ordered and reviewed when medically appropriate under the applicable lab schedule.
The clinician may recommend primary care, specialty support, medication review, education or further assessment.
Provider-informed reminders, care-gap outreach and follow-up can help employees act on the recommended plan.
Actual services and follow-up are recorded in the appropriate clinical systems; any reimbursement claim has its own separate eligibility and substantiation process.
Provider direction, outreach events, visits, lab orders and actual reimbursable medical expenses are not interchangeable. Clinical documentation supports care delivery; it does not, by itself, establish the amount or tax treatment of a later cash reimbursement.
Benefit elections, medical coverage, qualifying incurred expenses and nondiscrimination have separate legal requirements. Clinical activity does not replace those tests.
A written cafeteria plan permits qualified pre-tax elections only under applicable rules.
Qualifying employer-provided accident and health coverage has its own exclusion requirements.
An excluded reimbursement relates to actual incurred qualifying §213(d) medical expenses.
Self-insured medical reimbursement plans require appropriate nondiscrimination review.
A properly elected qualifying benefit may reduce taxable wages under its actual rules. Payroll must follow the written plan, and the contribution must purchase an eligible benefit.
A separate tax-free medical reimbursement depends on actual eligible medical expenses and the plan's requirements. An automatic scheduled payment cannot become tax-free merely by being called a reimbursement.
SHIELD’s employer conversation should identify the designated plan administrator and compliance-review provider, explain what is substantiated, and show how approved amounts enter payroll. Independent qualified tax and benefits counsel should evaluate the actual arrangement before launch.
Final employer-adopted plan documents, eligible benefits, participant elections, applicable nondiscrimination rules and responsibilities must be confirmed.
Licensed clinicians direct medical evaluation and any appropriate labs. Clinical records stay with authorized clinical parties, not in a routine payroll data feed.
The responsible administrator must establish an eligible person, actual incurred Section 213(d) medical expense, service date, amount, plan limits and no impermissible duplicate reimbursement.
Payroll must follow valid elections and approved payments, with proper wage reporting, corrections, testing and periodic reconciliation. Employers should receive clear accountability.
Provider-directed outreach, assessments, lab access and medical documentation do not constitute automatic IRS approval or a tax-free reimbursement. The expense and the particular payment must independently satisfy applicable rules.
Every employer has different wages, existing benefits, payroll requirements and program costs. SHIELD can begin with your situation and a review of the actual plan—not a savings figure pulled from a generic chart.
Written §125 plan, benefit and reimbursement terms, eligible participants and election records.
Wage bases, pre-tax/after-tax entries, W-2 reporting, payroll corrections and test scenarios.
Who received qualifying care, when it was incurred, its amount, and how each eligible reimbursement is supported.
Premiums, administration, program funds, claims funding and any obligations beyond an advertised service fee.
Plan coordination, nondiscrimination, ERISA/HIPAA duties and possible HSA eligibility effects.
Show paychecks both with and without approved reimbursements and discuss Social Security-wage implications.
Review current benefits, employee eligibility, payroll goals and coverage questions.
The onboarding deck describes OneBoss Payroll API 360 where supported, with a secure census process when needed.
Review plan costs, payroll requirements and employee scenarios without assuming a particular savings result.
Review written plans, reimbursements, substantiation, elections, fees and responsibilities with qualified counsel.
SHIELD's materials describe webinars, member guides, follow-up and an election to participate or decline.
Confirm deduction codes, run a payroll test, reconcile elections and validate member access before announcing benefits active.
The right questions protect employees, employers and the integrity of the benefit arrangement.
A qualified provider reviews health information, identifies appropriate clinical needs and guides next steps. SHIELD and Lyric can support outreach, navigation and follow-up. Messages alone are not medical treatment.
A member may complete an assessment. A licensed provider evaluates relevant findings, determines whether labs are appropriate, reviews eligible results and recommends follow-up. Not every assessment results in a lab order.
Not by itself. Section 105(b) requires an actual qualifying incurred medical expense and compliance with the plan. Messages, reminders, activity counts, CPT labels or claimed service values are not automatically eligible reimbursements.
The employer should engage its designated plan administrator or compliance provider, payroll team and independent qualified benefits and tax counsel. This page is not legal approval or an audit certification.
A defensible claim process should identify the eligible person, qualifying Section 213(d) expense, date and amount, plan benefit limits and controls against impermissible duplicate reimbursements.
A scheduled cash payment cannot be assumed tax-free merely because an employee enrolled or received wellness communications.
No. SHIELD can review employer-specific circumstances. There is no guaranteed tax result, savings amount or employee paycheck outcome.
Neither monthly nor annual timing alone determines Section 105(b) treatment. Plan terms, actual expenses and substantiation govern.
The SHIELD onboarding materials describe employer agreements and plan adoption, supported OneBoss Payroll API 360 or secure census setup, test payroll, education, employee elections, reconciliation and confirmed activation.
Discuss your current benefits, employer costs, payroll data and the documents required for an informed decision.
Request an Employer Benefits Review ↗