In short Section 125 Advisory Group is an independent advisory practice led by Nick Gavin in Cincinnati, Ohio. It works with employers in all 50 states on Section 125 SIMERP payroll tax restructures, reducing employer FICA tax without changing an employer's existing health plan, carriers, or broker.
About
Independent, and paid to stay that way.
We do one thing: restructure Section 125 plans so employers capture the FICA savings the tax code already allows. No insurance products to sell you, no plan to replace, no broker to displace.
Who you are working with
Who is Nick Gavin?
Nick Gavin makes independent introductions to Section 125 and Section 105(b) plan providers from Cincinnati, Ohio, and the person you deal with directly from the first call through go-live. There is no account handoff and no call center.
His practice is limited to one structure: the Self-Insured Medical Expense Reimbursement Plan, or SIMERP, built under Internal Revenue Code Sections 125, 105(b), and 213(d). That narrow focus is deliberate. The IRS Chief Counsel Memorandum turned on whether the employee had an unreimbursed out-of-pocket medical expense behind the payment, not on what the plan was called, and you get that explained plainly, before you sign anything.
Clients include K-12 school districts and private employers across manufacturing, professional services, healthcare, logistics, and staffing.
- Direct line
- (513) 601-8963
- Based in
- Cincinnati, Ohio
Serving employers in all 50 states
How we work
What does independent actually mean here?
Three things, specifically. Each one is checkable.
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01
Nothing to displace
Your health plan, carriers, and broker stay exactly as they are. We are not competing with your benefits advisor; the SIMERP sits underneath what you already have.
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02
Paid out of savings
The administration fee comes out of the FICA savings the program generates, never out of pocket. If the structure does not produce savings, there is nothing to bill against.
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03
Numbers before commitment
You receive a written savings projection on your actual payroll before signing anything. A five-minute survey covers employee count, hours, and existing pre-tax deductions. No SSNs.
Standards
What governs the plans we build?
Every SIMERP we implement is structured under Section 125 (cafeteria plan pre-tax deductions), Section 105(b) (employer-provided accident and health plans), and Section 213(d) (qualified medical expense reimbursements). Plans are built to comply with ERISA, HIPAA, and the ACA.
The administrator includes an audit-protection program with every enrollment at no additional cost, backed by errors-and-omissions coverage. Here is what I would want to know if I were you, and what I encourage every employer to establish in writing before committing: what the policy actually covers, what it explicitly excludes, who the carrier is, and whether coverage extends to your organization or only to the administrator. Most errors-and-omissions coverage responds to professional negligence by the party who purchased it. It generally does not pay a policyholder's own tax assessments, penalties, or interest. Ask directly whether this policy is different, and get the answer in the policy language rather than in a summary. I can request the full terms for your CPA and counsel to read.
Plan documents, the administrator's compliance memorandum, and the audit-protection policy terms are available for your CPA and counsel to review before you commit to anything. I would rather you read them than take my summary of them.