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FLexible Spending Accounts

Health Savings

Health Reimbursement



Online Portal


Flexible Spending Accounts 

Q: How is an FSA funded?

 An FSA is funded through your employer, at the time of Open Enrollment period you may communicate how much you would like to contribute to your account for the coming year.

Q: How do I use my FSA funds?

 An FSA is funded through your employer, at the time of Open Enrollment period you may communicate how much you would like to contribute to your account for the coming year.

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Q: How much can I contribute?

The maximum amount for 2020 is $2,750 for a healthcare FSA or limited purpose FSA

Q: What is an FSA carryover?

The FSA carryover is one option that an employer can choose to put into place. If chosen by the employer, the new IRS carryover maximum is $550, though some groups may choose to stay at the previous $500 limit. 

Q: Where is an eligible items list?


Q: What is a grace period?

This is an option that an employer can choose to put into place on your FSA. A standard grace period is 2 months and 15 days immediately following the end of your plan year and allows you to continue spending down unspent funds from your FSA account.

Q: What happens to my FSA funds at the end of the year?

What happens to unused FSA funds all depends on the plan that was put in place by your employer. I.e If there is a carryover you may carry funds up to $550 into the next plan year, another is if you have a grace period in place to use your unspent funds. The standard plan that many employers place is a ‘use it or lose it” rule.

Q: What is a Limited Purpose FSA?

 A Limited Purpose FSA covers qualified dental and vision services such as dental cleaning, vision exams, etc. 

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Q:When it comes to using my FSA account at the store, is there a quantity limit? 

You may not stockpile, no more than two of the same item on the same day. You cannot buy an amount that will fill up the year. 

Q: What happens if there are funds left over in my plan year?

Dependent Care FSA has a “use it or lose it” rule if funds are left over they will be handed over to your employer. 

Q: Do I qualify for Dependent Care?

To qualify for dependent care you must fall into the following:
- You are gainfully employed
- Your child t must be under the age of 13 or over if age with disabilities
- Adult dependents who can't take care of themselves.
Please keep in mind that they must live with you and be claimed as dependents on your tax return.

Q: How much do I contribute to my Dependent Care FSA?

 The maximum is $5,000 for families, for individuals it is $2,500. 

Q: What is the difference between Dependent Care FSA and Healthcare FSA?

 A Healthcare FSA covers medical expenses that most individuals would pay out of pocket for, Dependent Care FSA covers qualified service that allow an employee to work I.e child care and afterschool programs

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Q: Are weight loss programs and or gym memberships covered under my FSA?

It can be covered with a letter medical necessity; however, food supplements are not included. 

Q: Are massages covered by my FSA?

It can be covered with a letter of medical necessity. 


Health Spending Accounts

Q: What is an HSA?

HSAs are tax-advantaged savings accounts that can help you pay for medical expenses tax-free now and in the future. 

Q: What are my investment options?

 A list of investment options can be found on the online portal. All investments are on the Devenir platform.

Q: What is the maximum limit I can contribute for the year?

For 2020 the maximum for self-coverage is $3,550.00, and for family coverage the maximum is $7,100.00. If you are over the age of 65, an additional $1,000.00 catch up contribution can be made.

Q: How can I do a trustee to trustee transfer of funds?

 A trustee to trustee transfer can by completing the necessary form found on our website. This would be submitted to your current HSA bank for them to request the funds directly from your previously utilized bank.

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Q: Does the HSA plan run with my company’s insurance plan year?

All HSA contributions are based on the calendar year. 

Q: How can I make a post-tax contribution?

 Post-tax contributions can be made directly with your HSA bank by completing the necessary deposit form.

Q: Do I receive any tax forms for contributions from my HSA?

 Yes, all tax documents are issued directly from your HSA bank. Form 5498 shows all deposits and this amount is identified on the 1040 return on Form 8889. 

Q: Do I have to complete a claim reimbursement form to pay a provider?

 No, the HSA account is a self-governed account. All receipts should be kept for tax purposes.

Health Reimbursement Arrangement

Q: Will the money pull from my HRA first?  

Most plans are set up to pull from the FSA first, but others may draw from the HRA first depending on their plan design.

Q: Is my HRA pre-funded?

  Based on your plan design, some are front funded, monthly, quarterly or annually.

Q: WHat is an HRA?

An HRA only covers qualified medical and dental expenses.

Q: What does my HRA cover?

 Each HRA is specific to each employer. Typically, HRAs cover common medical expenses such as deductibles, coinsurance, copays, prescriptions, dental and vision expenses

Q:Will my card work for the HRA? 

 Most HRAs do work with the card, some may not based on their specific plan design

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Q: Do I lose my HRA if I retiree or terminate?

If your Employer offers a Retiree HRA you may keep the funds, however if they do not the funds will be forfeited if no claims are submitted.

Q: Does my HRA rollover?  

 Most HRAs do rollover from year to year, however some may not. Please refer to your handbook for more information.

Q: Are my dependents eligible? 

 Most HRAs do cover your dependents as well. Some may require your dependents also be covered on your health insurance. Refer to your handbook for more information.

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COBRA Administration 

Q: What is cobra?

COBRA stands for the Consolidated Omnibus Budget Reconciliation Act. It gives employees in certain situations the right to pay premiums for and keep the group health insurance that they would otherwise lose after they: Reduce their work hours.

Q: Can I continue COBRA after 18 months or 36 months ?

 You can not continue cobra after the end date unless there is another life event.

Q: Why is COBRA expensive?

You pay what your company pays, what you were paying, as well as a 2% admin fee.

Q: How long is COBRA offered?

The following life events will begin COBRA coverage, terminated, or reduction in hours you are qualified for a maximum of 18 months. A death has occurred, i.e. death of a covered employee or divorce
or legal separation of a covered employee from the covered employee's spouse. The maximum is 36 months.


Q: Is there any opportunity to make payments through direct withdrawal from my checking account without paying the 20 dollar processing fee each month? 

Yes, you can fill out an ACH form for funds to be pulled out every month on the first for COBRA and the 5th for Retiree’s. 

 Q: If a terminated employee decides to NOT TAKE COBRA coverage for him or herself but would like to elect coverage for just dependents or spouse.

Yes, you can elect for just a dependent or spouse without taking coverage for one's self.

 No, COBRA coverage starts the day after your active coverage ended. There can be no lapse in coverage.

Q: When enrolling in COBRA, can you just pick a month to start and skip a month if you decide you do not want to be covered that month?

Online Portal 

Q: Where is the client portal?

Click Here

Q: How do I register online?

 To register online go to

Q: Where do I find forms?

Click Here 

For further questions regarding portal access etc. contact your dedicated account manager 


Q: Can employers extend the FSA run-out deadline?

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Below are responses we have previously made in due to questions regarding—employee benefit plans.

Q: Will health FSA coverage continue during a furlough or temporary layoff?

Coverage under a health FSA generally would terminate upon a furlough. This is since an employee is likely no longer working the minimum number of hours required to maintain FSA eligibility. It may, however, depend on the plan terms and how the furlough is implemented.

An example, if an FSA requires a minimum of 30 hours per week to be eligible and an employee is regularly working 40 hours per week (8 hours per day) but will be furloughed one day per week, the employee likely will continue to be eligible for the FSA, because the employee is still working 32 hours per week.

 Employers can extend the run-out deadline to their preferred length. Currently, the guidance does not specify a maximum length for a run-out period, but it should end within a reasonable period after the end of a plan year. The IRS announced a 90-day extension for federal income tax filing and HSA contributions (until July 15, 2020), a similar 90-day extension of the run-out period would seem to be reasonable. No matter the extension length, employers must notify their employees of the change and document the change in the plan document.


Q: With an unpaid layoff/furlough, will participants be able to claim medical expenses incurred during the layoff once they are back to work?

 The answer is yes, so long as the plan document is amended to reflect that and all of its employees are notified and treated the same way. Eligibility for coverage would need to continue through the layoff/furlough.

Q: Due to COVID-19 I no longer need my Dependent Care FSA, can I stop my contributions to my Dependent Care FSA?

 Since a qualifying life event would include changes in cost and coverage, if the participant is dis-enrolled in any type of care program then the account holder would be able to stop their contributions for the rest of the plan year. If at a later time a participant is enrolled in a new program, the participant could use that as a qualifying life event (due to changes in cost and coverage) to start contributions again.

Q: What about payroll contributions for Commuter Parking & Transit benefits?

Per IRS regulations, participants can start, change, or stop contributions for commuter benefits at any time.