POP Coverage You Have. Tax Savings You’re Missing.

You already offer a Premium Only Plan (POP)—a great first step toward pre-tax benefits. But POP is only part of a full Section 125 cafeteria plan. Expanding your plan to include Health FSA, Dependent Care FSA, and Commuter Benefits allows employees to save on everyday expenses pre-tax while reducing employer payroll tax liability—without changing your existing health insurance structure.

Add More Value to Your Existing POP

Health FSA that fits into how employees already use their benefits: Everyday medical, dental, and vision expenses can be paid with pre-tax dollars — reducing out-of-pocket costs for employees without changing how your health plan operates.

Dependent Care FSA that supports real-life expenses beyond healthcare: Childcare and dependent care costs become more manageable for employees, while contributions remain pre-tax — adding meaningful value without adding administrative burden.

Commuter benefits that extend savings into the daily routine: Transit and parking expenses can be paid pre-tax, giving employees another way to save — all within the same plan structure you already maintain.

Same plan. More savings. Greater employee value.

Ready to Expand Your Plan?

Let’s review your current POP and determine whether a full cafeteria plan makes sense for your organization.

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Why Choose Sterling Administration?

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years of experience in administering account-based programs.

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companies trust Sterling Administration for their health benefit services.

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end-users manage their benefits with Sterling Administration.

Discover what both our customers and employees are saying about their experiences with us — unfiltered and unforgettable.

Frequently Asked Questions

We already have a COBRA vendor. Is switching realistic?

Transition support is included. Sterling handles runoff claims, participant migration, and open-notice continuity to ensure there are no coverage gaps. Most clients make the switch mid-year without disruption to active participants.

Our broker or payroll provider already bundles COBRA. Why would we use a separate administrator?

Bundled COBRA is typically managed by a system optimized for payroll or brokerage workflows — not for ERISA compliance. Specialized administrators maintain dedicated notice tracking, documented proof-of-mailing, and compliance calendars that general platforms often lack.

We administer COBRA in-house. What's the case for outsourcing?

One missed 60-day election notice deadline creates a liability of up to $110 per qualified beneficiary per day under ERISA. The staff hours required to track qualifying events, generate notices, manage elections, and collect premiums across even a modest employee population add up quickly. Sterling replaces that administrative burden with a dedicated compliance team.

Is this the right time to make a change?

Mid-year transitions are our most common onboarding scenario. Sterling syncs to your plan year and existing carrier structure — not the other way around. If your current arrangement has gaps, there's no compliance benefit to waiting.