Compliance Framework

Yes. A core design principle of the WIMPER program, as implemented by EHP, is to maintain the level of documentation and process rigor required to withstand regulatory scrutiny. EHP provides comprehensive audit support by maintaining detailed records, standardized workflows, and clear documentation that demonstrates compliance with IRS rules and applicable regulations. The WIMPER Institute’s role is to make sure employers understand these protections and how the compliance framework is structured.

No. WIMPER uses a Section 105(b) SIMRP combined with qualified §213(d) medical services. It does not use fixed indemnity cash benefits or double-dip reimbursement structures flagged by the IRS.

Yes. To meet ACA participatory wellness requirements, employees must engage with preventive and virtual care programs included in the WIMPER structure.

No. WIMPER operates alongside existing major medical or MEC plans and does not modify your core coverage.

Yes. EHP rigorously complies with IRS Sections 105, 106, 125, and 213(d). The WIMPER SIMERP program is structured to meet all IRS standards for preventative care, documentation, eligible expenses, and employee wellness requirements. Compliance is maintained through strict internal controls and ongoing regulatory monitoring.

EHP—acting as WIMPER’s implementation partner—manages all documentation and reporting requirements needed to maintain IRS compliance. This includes eligibility verification, activity logs, wellness participation records, employee acknowledgments, and properly recorded medical expense reimbursements.

EHP continuously monitors changes in IRS regulations and updates its compliance protocols accordingly. This ensures that WIMPER SIMERP programs remain fully compliant, even when documentation standards or preventative care definitions change.

IRC 213(d) defines eligible medical expenses for tax deduction and reimbursement. EHP ensures that all preventative and medical services offered under the WIMPER SIMERP model meet IRS 213(d) definitions. This includes proper classification of services, qualified healthcare providers, secure documentation, and routine internal reviews of covered expenses.

Yes. WIMPER works with EHP to coordinate all required TPA functions, ensuring proper claims adjudication, documentation, and compliance oversight. EHP partners only with approved TPAs that meet IRS and ERISA standards.

WIMPER’s implementation partner, EHP, uses advanced data encryption, HIPAA-compliant systems, and strict access protocols to protect employer and employee information. All records, wellness logs, and reimbursement data are stored in secure, audited environments that meet federal standards for healthcare data handling.

EHP uses automated reminders—email, SMS, and phone—along with a dedicated support team to ensure employees complete their required preventative wellness activity each year. This is essential for maintaining IRS compliance, and EHP handles this process on behalf of WIMPER employers.