Better benefits for the people who run your schools.
A preventative healthcare and supplemental coverage program that works alongside your existing health plan — already running in Oklahoma and Texas public schools.
What it looks like per 100 employees
Better Benefits USA’s own pro forma, reproduced without adjustment. Projections, not results — your district’s numbers are what the call is for.
| Per 100 employees | Per employee / month | Annual |
|---|---|---|
| Gross FICA tax savings generated | +$89.00 | +$106,000 |
| Coverage bundle + third-party administration | −$40.00 | −$48,000 |
| Better Benefits USA gainshare (25%) | −$12.25 | −$14,700 |
| Projected net district gain | +$36.75 | +$44,100 |
Source: Better Benefits USA employer one-pager, 2026. Estimates, not guarantees. BBUSA also reports that employers typically save around $500 per employee per year including part-time staff at no out-of-pocket cost, and employees $500–$3,000. We have not independently verified these figures.
Payroll is the district’s largest line item. The people behind it are usually the least covered.
What this is, and what it isn’t
Districts get a lot of benefits mail. Rule this one out in thirty seconds if it isn’t a fit.
What it is
- Sits alongside your existing major medical plan.
- Funded by payroll tax savings from a pre-tax wellness allotment under IRS Section 125.
- Administered end to end by Better Benefits USA — your business office does not run it.
- Open to districts of every size and type, in all 50 states, including part-time staff.
What it isn’t
- Not major medical insurance, and not a replacement for your health plan.
- Does not meet Minimum Essential Coverage (MEC) requirements.
- Not a change to your current carrier, broker or plan design.
- Not a guaranteed savings figure — every district’s payroll is different.
- Not a compliance opinion. Review the program with your own counsel.
How it works, in two moving parts
The first lowers taxable payroll. The second spends what that produces on coverage for your staff.
A pre-tax wellness allotment
Under an IRS Section 125 cafeteria plan, participating staff direct a portion of pay into a qualified wellness allotment before taxes are assessed.
Payroll tax savings
Lower taxable payroll means less FICA owed — by the district as employer, and by the employee.
Those savings fund the coverage
The savings pay for the coverage bundle at no cost to staff, with the remainder reaching employees as take-home pay.
Administered under IRS Sections 125 and 105(b). Benefits depend on eligible events, proper substantiation and claim approval under plan rules, and tax treatment depends on plan design and administration. This is not a tax opinion — review the program with your own counsel, and Dan can take those questions on the call.
Five lines of coverage, at no cost to employees
The gaps a major medical plan leaves behind — the emergency room bill, the first day in hospital, the months out of work — paid as cash.
Included for every participant
Administered by Better Benefits USA
A non-profit that helps small and mid-sized employers navigate the healthcare system, operating in all 50 states and administering this program end to end — enrollment, compliance paperwork, payroll coordination and ongoing service.
It runs today in Oklahoma public schools, Texas public schools and at Mayville School District in Wisconsin — the program’s districts, not ours, since Better School Benefits is an independent referral brand. BBUSA is paid as a share of the savings it generates: no savings, no fee. Dan can put you in touch with a district already running it.
Two short videos from the program
Produced by Better Benefits USA. Nothing loads from YouTube until you press play.
See what the numbers look like for your district.
Thirty minutes with Dan Cosgrove. He builds the pro forma against your actual headcount and payroll, and answers the compliance questions directly. No cost, no obligation.