Maaco San Diego (Ron Sells) — Second-Location Operator, Same Auto-Service Math
Ron Sells operates a second Maaco San Diego location. The structure that produced a 50%+ Workers' Comp reduction at Peter Capdevielle's Maaco location applies to Ron's — same franchise system, same auto-service classification rate band, same compliance stack.
- · Maaco network
- · Second San Diego location
- · Auto-service WC angle
The structure that produced this result
Auto-service franchises sit in a 5–7% Workers' Comp rate band. The Section 125 mechanism — reducing reportable taxable payroll by $1,200/employee/month — is mechanically the same regardless of operator. That's why Maaco's network effect (Peter Capdevielle referring 26 other owners) translated reliably across locations: the math is the math.
We don't publish specific dollar figures for individual operators where the operator hasn't disclosed them publicly. What we can say categorically: a typical Maaco location with 12–20 W-2 employees nets $8,179–$13,632/year in FICA savings (12 × $681.60 to 20 × $681.60), plus a Workers' Comp reduction in the 30–60% range of the auto-service-classification baseline at the next audit cycle.
For Ron's location and any other Maaco franchisee considering enrollment, the path is straightforward: a free 15-minute analysis with the tax specialist returns the exact savings figure for that specific location, and the Hitesman opinion + CBIZ review documentation is share-able with any operator's CPA before signing.
See your number — pre-filled to Auto Service Franchise.
The calculator returns your exact net employer FICA savings + a Workers' Comp reduction estimate. Same math, your headcount. Verified by CBIZ + HitesmanLaw.
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Minimum 10 W-2 employees · $25K+ salary · ACA-compliant health coverage required
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Verified by the Best in the Country
Skepticism is the right response. We don't ask you to take our word for it — we bring institutional proof that convinced CPAs, CFOs, attorneys, and insurance brokers to enroll their own companies.
Darcy L. Hitesman, J.D.
35+ years as an Employee Benefits attorney specializing in IRC Section 125, ERISA, HIPAA, and the ACA. Her May 5, 2025 opinion letter concludes: “In this firm's opinion, the Program described satisfies applicable IRS requirements.”
She specifically reviewed the IRS Chief Counsel Advice memoranda on "double-dip" arrangements — the exact schemes the IRS has flagged — and concluded this program is built differently and compliantly.
CBIZ Advisors LLC
CBIZ independently reviewed the program against IRC §§ 125, 105, and 106, plus ERISA, ACA, and COBRA requirements. Their August 22, 2025 letter concludes: “If operated per its provisions, the Program appears to satisfy the requirements of ERISA, the ACA, and COBRA as well.”
This review was commissioned by Affinity Hospice's CEO before enrolling his nationwide organization — and the CFO (himself a CPA) shared the letter publicly in his testimonial.
Direct From the U.S. Government
Section 125 has been in the Internal Revenue Code since 1978. Congress wrote it there specifically to encourage employers to fund preventive healthcare for American workers. This is not a loophole — it is the precise, intended use of a 47-year-old federal law, grounded in IRS Revenue Ruling 69-154, the specific published ruling supporting the benefit payment structure.
→ Verify on IRS.gov — Section 125 Cafeteria Plans ↗Find Out Your Number.
Free. No Pitch. Just Math.
Verified: CBIZ Advisors LLC (Aug 2025) · HitesmanLaw P.A. (May 2025)
$500K legal protection per enrolled employer · IRS Section 125 · Federal law since 1978