Yes and no. We only make JM&M services available to employees making $60,000 or less annually. This is to meet our mission of helping the low income essential workers in our community. All of your employees making less than this amount may qualify for any of our benefit programs.

Short answer, no. Excluding or Including specific employees is discrimination. However, you may include or exclude certain “classes” of employees. These classes should either be delineated by job title or by pay type (salaried/hourly). For instance, a community hospital may offer housing benefits to its nursing staff but not to its custodial staff.

Absolutely not. As long as the benefits are offered or not offered to entire classes of employees in a clear and transparent way, you would not have to offer all your JM&M benefits to all of your staff. For instance, a police department may offer transportation and housing benefits to its officers but only offer transportation benefits (and not housing) to its dispatchers.

We do not give out any tax advice. Please consult your own business or personal tax professional for information on how these benefits should be reflected on your tax filings.

When looking at an employee’s take home pay to make sure that they are under the $60,000 threshold, we only count pre-tax income. The value of any benefits they receive through JM&M or any other benefit they may receive through your institution (retirement matching, healthcare, etc.) are not included in the eligibility calculation.

While it may be legal to limit benefits based on a person’s protected class, JM&M forbids it. For instance, an institution may not offer JM&M housing benefits ONLY to male, hourly employees. The institution would have to offer the benefit to all employees in that class, regardless of gender. Failure to do so would result in JM&M dropping the institution as a client.