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Flexible Spending Accounts (Section 125 Plans)

Premium Conversion or Premium Only Plans (POP) – Employee contributions for any employer provided group health and dental insurance can be paid with Pre-Tax dollars.

Health Care Flexible Spending Account (FSA) – Employees elect to use pre-tax dollars to reimburse any qualified out of pocket medical and dental expenses not covered by insurance.

Dependent Care Flexible Spending Account (FSA) – Employees use pre-tax dollars for reimbursement of qualified expenses for the caring of dependents while they are at work.

Premium Reimbursement Accounts – Employees can pay for individually owned health and accident coverage with Pre-tax dollars.

Transit & Parking Benefits (Section 132 Plans)

Qualified Transportation Fringe Benefits - Employees pay for transit passes, commuter highway van pool expenses and qualified parking expenses with pre-tax dollars. Monthly limits for 2008 are $115 for commuter highway vehicle and transit passes and $220 for qualified parking expenses.

HRA’s (Section 105 Plans)

Health Reimbursement Arrangements - Employer-funded accounts with the flexibility to customize designs and usage. When combined with other care management plans, HRAs are a powerful tool for rewarding and encouraging healthy decisions and behaviors. HRA reimbursements are adjudicated like Flexible Spending Accounts (FSAs). Unused funds may be rolled over from one year to the next, allowing them to accumulate for future employee or retiree medical expenses.

HSA’s

Health Savings Accounts – Employee owned tax-favored savings accounts with a qualifying High Deductible Health Plan (HDHP) allowing payment for qualifying healthcare expenses with tax-free dollars. Our unique HSA solution allows you to differentiate yourself in the marketplace by providing your clients with the tools and knowledge to become empowered as active and engaged consumers of healthcare.

COBRA

Consolidated Omnibus Budget Reconciliation Act - Throughout a career, workers will face multiple life events, job changes or even job losses. A law enacted in 1986 helps workers and their families keep their group health coverage during times of voluntary or involuntary job loss, reduction in the hours worked, transition between jobs and in certain other cases. The law — the Consolidated Omnibus Budget Reconciliation Act (COBRA) — gives workers who lose their health benefits the right to choose to continue group health benefits provided by the plan under certain circumstances.

The law generally covers group health plans maintained by employers with 20 or more employees in the prior year. It applies to plans in the private sector and those sponsored by state and local governments. Provisions of COBRA covering state and local government plans are administered by the Department of Health and Human Services. (Dept. of Labor Fact Sheet)