When limestone product manufacturer Lhoist North America learned about Purchasing Power, a voluntary benefits program to buy consumer goods and services through payroll deductions, it jumped at the opportunity to offer its 1,600 U.S. employees a new benefit.

The enhancement came shortly after Lhoist tweaked its consumer-driven health plan last year. Instead of paying all employee claims — regardless of the cost — at 100% after the deductible, the medical plan will pay only up to 200% of Medicare or reasonable and customary rates for certain claims.

For some procedures, say knee replacement surgery, employees first must exhaust conservative-care measures.

Some employees saw the change in the health plan as a “takeaway,” conceded Melissa Hudson, benefits manager at the Fort Worth, Texas-based company. She thought that adding Purchasing Power would be viewed “as something positive.”

Participation in the purchasing program, now in its second year, tops 19% at the company, she said. Computers, televisions and other electronics ranked as top sellers in the first quarter of 2013.

Employees pay for their purchases though payroll deductions over a 12-month period.

“They like the convenience. They like the fact that there's no credit check,” Ms. Hudson said.

Elizabeth Halkos, Atlanta-based chief revenue officer at Purchasing Power, said average participation varies by employer, ranging from 10% to 20% depending on the products offered and how the program is communicated.

Ms. Hudson said she likes the program because it ties in nicely with Lhoist's monthly focus on wellness. During one month, Purchasing Power had treadmills and workout equipment on sale. It incorporated Lhoist's wellness logo and “Journey to Wellness” slogan into its advertisement posted on a website that Lhoist employees visit regularly.

With a range of workers — from plant laborers to geologists — at different wage levels, Purchasing Power isn't a good fit for everyone in the company, Ms. Hudson acknowledged. Employees with easy access to cash or good credit may not choose to participate, but it's perfect for employees living paycheck to paycheck, she said.

“You have to know your culture or your population,” she said.