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NOPI Wellness Benefit Policy

Investing in the health and longevity of our mission-driven team and fiscally sponsored programs.

1. Purpose

The purpose of this policy is to support the physical, mental, and overall well-being of organizational personnel by providing a flexible wellness benefit.

2. Eligibility

2.1 Leadership and Core Organizational Staff
Leadership and core staff of the organization, including the Executive Director and Program Directors, are eligible for the wellness benefit as part of their total compensation package.

2.2 Fiscally Sponsored Programs (Optional Participation)
Fiscally sponsored programs may elect to offer a wellness benefit to their personnel, including Program Directors and staff, subject to:

  • Program budget availability
  • Approval by program leadership

Participation by fiscally sponsored programs is optional.

3. Benefit Structure

  • Eligible individuals may receive up to $300 per month for wellness-related expenses.
  • This is an opt-in benefit. Eligible personnel must affirmatively request reimbursement by following the procedures in Section 6.
  • The benefit may be provided through:
    • Direct payment to a vendor, or
    • Reimbursement to the individual upon submission of documentation

4. Eligible Expenses

Examples of eligible expenses include, but are not limited to:

  • Gym or fitness memberships
  • Fitness classes or training programs
  • Mental health and wellness services
  • Wellness apps or subscriptions

All expenses must be reasonably related to personal health and well-being.

5. Tax Treatment

The wellness benefit is considered a taxable fringe benefit under IRS regulations.

  • This benefit is provided under a non-accountable plan. Reimbursements are treated as taxable wages and are not subject to accountable plan substantiation or excess reimbursement return requirements.

     

  • The value of the benefit will be included in the individual’s taxable wages in the payroll period in which it is provided or reimbursed. Submission of documentation does not affect the taxable nature of the benefit.

     

  • The organization will account for and report the benefit in accordance with applicable payroll and tax reporting requirements.

6. Administration

  • The organization will maintain records of all wellness benefit expenditures.
  • Individuals receiving the benefit may be required to submit receipts or documentation.
  • The benefit will be tracked internally and coordinated with payroll or accounting to ensure proper tax reporting.

7. Budget and Limits

  • The wellness benefit is subject to organizational and program-specific budget constraints.
  • The organization reserves the right to modify or discontinue the benefit based on financial conditions or strategic priorities.

8. Governance

  • The wellness benefit for the Executive Director is approved by the Board of Directors as part of the Executive Director’s compensation package.
  • This policy is intended to ensure equitable and consistent administration of the benefit across the organization and its fiscally sponsored programs.