Flexible Spending Plan

Flex-Plan Services (Flexible Spending Accounts)

These accounts permit employees to set money aside on a pre-tax basis, via payroll deduction, for eligible medical, dental, vision and certain over-the-counter medicines and supplies, or dependent care expenses not covered by insurance or other benefit plans.  A new enrollment is required each year, even if you do not plan to change the amount(s) set aside.  Except for a change in status event, the only time you can enroll or change your flexible spending account is during Annual Enrollment.  If a change in status event occurs, and you desire to make consistent changes to your benefit elections, you must inform the Employee Benefits Office of your new election within 30 days of the occurrence.  All changes are made prospectively from the date that the FSA Administrator receives a properly completed and signed Flexible Spending Mid-Year Change form.  Failure to submit your request within 30 days will result in your request being denied regardless of the reason.

Medical Reimbursement Account (MRA):  The Medical Reimbursement Account allows you to set aside pre-tax money to pay for out-of-pocket medical related expenses incurred by you or your dependents that are not paid by your insurance or reimbursed by any other benefit plan.  Reimbursement of expenses for a domestic partner or their children are generally not allowed, per Federal law.  Expenses include, but are not limited to, insurance co-pays, deductibles, dental or vision expenses, pharmacy bills, certain over-the counter medicines and supplies, and other similar out-of-pocket costs.  An information sheet, "Examples of Medical Reimbursement Expenses", is available to provide you with additional details about the types of expenses that may be reimbursed.  An important IRS exclusion is that treatments, services, and surgeries that are performed for cosmetic reasons are not reimbursable from a Flexible Spending Account.

Dependent Care Reimbursement Account (DCRA):  You may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for you or your spouse (domestic partner is not included in this definition) to continue working or going to school full time.  Click here for Dependent Care Tips and Guidelines.

You may set aside up to $2,400 to pay for qualified medical expenses.  You may set aside up to $5,000 ($2,500 if you file separate tax returns) to pay for qualified dependent care expenses.  Please note that these are separate accounts.  you may elect to participate in one or both accounts.  The money in one account cannot be used to pay for expenses related to the other account. The most important rule is “use it or lose it”.  You may file claims that are incurred on or after your effective date of participation through March 15^th of the following plan year against these accounts.  Any funds you defer that are left over after all eligible claims have been paid, will be forfeited.

IRS regulations do not permit you to participate in an MRA and contribute to an Health Savings Account at the same time.

Flex-Plan Services, Inc. is the claims administrator for this program.  Copies of receipts (e.g., itemized bills/proof of expenses) along with your reimbursement claim are to be faxed or mailed to the administrator directly.

Summaries

• Summary for Flexible Benefit Plan

• Flexible Spending Account Information Package

Inquire about the availability of documents in alternate formats.