On-site benefit day
Pick a date and a room; we bring the Go-Kit and check employees off one-on-one.
HR, benefits & brokers
A benefit you can roll out in days, and everyone is actually eligible for
CPRCL packages AHA certification as a turnkey program: online coursework, an on-site skills check, and an individually issued eCard per employee. No enrolment window, no eligibility tiers, no implementation project.
What your staff receive
- Launch
- Days — no enrolment window or eligibility file
- Employee time
- 1–3 hours online plus a ~15 minute skills check
- Eligibility
- Every employee, part-time and hourly included
- Credential
- Individually issued AHA eCard, stays with the employee
Most benefits reach a fraction of your people
The uncomfortable arithmetic of a benefits portfolio is that participation is usually low and unevenly distributed. Programs get bought for the whole population and used by a slice of it.
Universal eligibility. CPR certification doesn't depend on family status, salary band, tenure, health status, or whether someone is on your medical plan. Hourly and salaried staff get the identical thing.
Portable value. The eCard belongs to the employee, not to your organization. It's still valid if they leave, and it's useful at home, at their kid's school, and on a plane — materially different from a perk that evaporates on their last day.
It also does compliance work. Unlike most engagement spend, this line item supports your obligations under OSHA 1910.151(b) and makes your emergency action plan and any AEDs on site actually functional. One budget, two jobs.
Why it doesn't create an implementation project
01
Staff complete the coursework on their own schedule.
Official AHA-aligned modules, done between shifts rather than in a booked-out training day.
02
We run a one-on-one hands-on skills check.
The Go-Kit opens on a table, a mat or the floor — adult and infant manikins, bag-valve masks, and live compression-rate feedback on a tablet.
03
Each person receives a nationally recognized AHA eCard.
Issued individually and verifiable, with a roster of who is current and renewal reminders for what is coming due.
That's the part HR teams brace for, and it's the part that isn't here. No enrolment window, no eligibility file or carrier integration, no full-day off-site class, and no fixed headcount commitment.
Coursework is done individually online; the on-site skills check takes roughly 15 minutes per person. Redeemable license packs are bought as a block and assigned as people opt in.
Realistically, the work on your side is: pick a date, book a room, send one email, and let people sign up.
Two ways to certify your team
License packs for brokers
Buy a block centrally and assign licenses across clients or locations as people opt in.
Group pricing starts as low as $99 per person for on-site certification and $89 per person for bulk license packs, with volume discounts that scale with headcount. Get your custom quote →
For benefits brokers and consultants
| Course | Who typically needs it | Renewal |
|---|---|---|
| Low cost per employee | Relative to almost anything else in the portfolio | Priced by pack size |
| Fast to implement | Lands inside a plan year rather than waiting for the next renewal | Days, not months |
| Works for clients of any size | White-collar, frontline and multi-site clients, including those too small for most wellness vendors | One version for all |
Talk to us about how you'd like to structure it for your book.
What HR teams usually get out of it
High opt-in.
People sign up for this at rates that surprise HR teams, because it's short, useful and free.
A visible, non-abstract program.
Something that happens in the building, that people talk about afterwards.
A defensible answer.
When someone asks what you're doing about workplace emergency preparedness, you have a per-employee record rather than a policy document.
Something new to announce.
Benefits calendars run out of genuinely new things.
Multi-site and multi-client programs
Redeemable license packs mean a client with several locations buys once and every site draws from the same pool.
The same structure works across a broker's book, so one negotiated program can cover clients of very different sizes and formats.
Frequently Asked Questions
Days rather than months. There is no enrolment period, eligibility file or systems integration — the practical constraints are booking a date and a room.
Add something to the benefits calendar that people will actually use.
Send us a headcount and a location. We'll come back with a price and a date you can announce.
Get a Group Quote
Already have a code from your employer? Sign up for your class →