Signature to first telemedicine visit in a month to six weeks. Here is what happens in each stretch — and who is doing the work.
Every dealer has lived through at least one benefits implementation that took six months, ate three meetings a week, and ended with a plan nobody used. When we tell you an Elysian rollout is 30–45 days from signature to first telemedicine visit, the next question is always the same: what does that actually look like on my calendar?
Fair question. Here is the honest walkthrough.
The first stretch is the one your GM does not have to run. We build the plan document. The Section 125 structure is drafted with tax-advisory oversight, tailored to your dealership’s specific situation — your payroll calendar, your entity structure, your employee-class definitions. You read it. You ask questions. We adjust what needs adjusting.
What you provide during this stretch: a census file, your current payroll cadence, and your medical plan summary so we can make sure the new program layers in cleanly and does not conflict with anything you already have. What you do not do: renegotiate your medical carrier, change brokers, or move your renewal date.
Enrollment is where dealership implementations traditionally go sideways. You bring in a benefits rep, you pull techs off the drive in thirty-minute blocks, the advisor roadshow takes two weeks, and half the people end up signing paperwork they did not really read.
We do it differently. Enrollment is handled through the Personal Health Dashboard, which is available in 60 languages and has 250+ tutorial videos your team can watch on their own time. The service tech who learns better from a phone than a meeting room gets the phone. The F&I manager who wants to read the plan details in full gets the PDF. We host a short kickoff call for the store and we are on hand for questions, but we are not pulling bays off the drive for a week of meetings.
Employees enroll their family members under the same plan during this stretch. That matters. A big chunk of the eventual ROI comes from the spouse and the kids being covered too, not just the employee on the W-2.
By day 30 to day 45, enrolled employees can open the app and get seen by a board-certified clinician, 24/7, at $0 co-pay. That is the moment the plan goes from paperwork to product. Somebody’s kid has strep. Somebody’s spouse is fighting a sinus infection. Somebody needs a prescription refilled. The app opens, the visit happens, the plan starts paying for itself.
This is also when the dashboard goes live for your GM and HR contact. Participation numbers, utilization trends, and claims behavior start landing in a monthly report. You see what we see.
This is the part we get asked about most, and the honest answer is: less than you think. Your GM is the point of contact for the kickoff, reviews the plan document with us, helps us get the census file over the fence, and makes sure payroll has what it needs for the Section 125 pre-tax treatment to run correctly on the first pay period after enrollment closes. That is the meaningful work on your side.
Your GM does not write enrollment materials, does not conduct employee meetings, does not chase down a form from every tech on the service drive, and does not manage the telemedicine vendor relationship. Those are our problems. The time commitment is real but modest, and it is front-loaded — once the plan is running, the monthly lift is light.
Because the Elysian program sits alongside your medical plan rather than replacing it. There is no carrier RFP. There is no rating cycle. There is no renewal negotiation. The layering design is exactly why implementation fits inside a month and a half instead of a quarter and a half.
If you want to see the implementation calendar mapped to your specific payroll cadence, fifteen minutes with us is enough to sketch it out.
We will sketch the implementation against your payroll cadence and renewal dates.
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