WIMPER Hawaii Is the Local Implementation Path
WIMPER Hawaii is the authorized Hawaii implementation partner for WIMPER Institute. WIMPER Institute provides the national education, compliance framework, and program authority. WIMPER Hawaii helps Hawaii employers evaluate fit and move through implementation with Brandon Attebury as the public-facing Program Advisor.
That distinction matters.
Hawaii employers do not need a generic national benefits pitch. They need to understand whether a Section 125 and Section 105 structure can fit alongside their existing Hawaii health coverage, payroll process, employee population, and compliance obligations.
Brandon is the person who helps make that practical.
The Implementation Sequence
1. ProForma Review
The first step is a ProForma. This is a projection built around your actual employer facts, including benefit-eligible employee count, approximate payroll, current health coverage, payroll provider, and likely participation.
The ProForma is not a guarantee. It is a planning tool. The savings figures depend on payroll, wages, participation, plan design, and implementation details.
Request a ProForma before making any decision.
2. Fit Check
WIMPER is not right for every employer. The fit check looks at whether your organization has enough eligible W-2 employees, compatible payroll systems, existing health coverage, and a practical path to employee participation.
For Hawaii employers, this review also considers how the program sits alongside the Hawaii Prepaid Health Care Act. The WIMPER program does not replace your existing health plan. It is designed to layer alongside coverage you already provide.
3. Plan Setup
When the ProForma and fit review make sense, Brandon coordinates the implementation path. This can include plan documentation, payroll configuration, employee communication, and setup of the reimbursement structure.
The WIMPER program is employer-owned and employer-run. WIMPER Hawaii helps coordinate the setup, but the employer controls the plan.
4. Payroll Validation
Before go-live, the payroll setup needs to be validated. A test payroll cycle helps confirm that the entries are configured correctly and that the employer understands what changes operationally.
This is where implementation discipline matters. The goal is not just to estimate savings. The goal is to build a process the employer can actually run.
5. Ongoing Review
After launch, the employer should maintain documentation, participation records, reimbursement records, testing materials, and annual review habits. WIMPER Hawaii helps employers understand what should be kept organized, but employers should also work with their own tax, legal, payroll, and benefits advisors.
What Brandon Handles
Brandon’s role is to help Hawaii employers move from curiosity to a clear implementation decision.
That can include:
- Explaining how the WIMPER structure works in plain English
- Reviewing the information needed for a ProForma
- Coordinating the setup path if the employer decides to proceed
- Helping payroll and HR understand the operational steps
- Making sure the employer sees the decision points before committing
What WIMPER Hawaii Does Not Do
WIMPER Hawaii does not sell health insurance, replace your existing Hawaii health plan, provide legal advice, provide tax advice, or act as your plan administrator. The program must be reviewed against each employer’s facts.
The right way to use WIMPER Hawaii is simple:
- Learn the structure.
- Request a ProForma.
- Review the numbers with Brandon.
- Confirm fit with your own advisors.
- Implement only if the facts support it.
Start With Your Numbers
If you are a Hawaii employer and want to know whether the WIMPER program is worth evaluating, start with a ProForma.
Request a ProForma and Brandon will walk you through the next step.
Sources
- State of Hawaii Department of Labor and Industrial Relations, About the Prepaid Health Care Act. Used for Hawaii’s employer health-coverage context.
- Internal Revenue Code, 26 U.S.C. § 125, Cafeteria plans. Used for the Section 125 cafeteria plan framework.
- Internal Revenue Code, 26 U.S.C. § 105, Amounts received under accident and health plans. Used for the Section 105 reimbursement plan framework.
- IRS, About Publication 15-B, Employer’s Tax Guide to Fringe Benefits. Used for cafeteria plan and qualified benefit background.
This page is educational information about employer benefit programs, not legal, tax, payroll, benefits, or plan-administration advice. ProForma projections are estimates based on employer-provided information and assumed participation. Actual results vary. Employers should confirm how any program applies to their specific facts with their own qualified tax and legal advisors.