Headlines about "Health reimbursement accounts (HRAs)"

Gathered from the web by the editors at BenefitsLink.com.

Employers Prefer HSAs in CDHP Offerings, According to Survey
Excerpt: "Among employers who offer a consumer-driven health plan (CDHP), health savings accounts (HSAs) continue to be the preferred funding choice, according to a survey by Aon Consulting and the International Society of Certified Employee Benefit Specialists. Of the 370 survey respondents, 44% of employers currently offer a CDHP to employees - similar to last year, according to a press release. Of those offering CDHPs this year, 56% are now using the HSA model, 35% are using the Health Reimbursement Arrangements (HRA) model, and 9% use both. Over the last three years, the gap has widened between HSAs and HRAs, as the number of employers offering HSAs has gone from 48% to 56%, and the number offering HRAs has dropped from 43% to 35%." (PLANSPONSOR.com; free registration required)

Employers Drop, Shift Contributions to Consumer-Directed Health Plans
Excerpt: "[E]mployees with family coverage in a CDHP saw their employer contributions rise this year. The percentage of workers with CDHP family coverage receiving an employer contribution of at least $1,000 stood at 79% in 2009, up from 59% in 2008. The share of the adult population enrolled in account-based health plans remains small and growing slowly, the survey confirmed. In 2009, 4% of adults with health insurance were enrolled in an HRA or had a high-deductible plan with an HSA . . . ." (Employee Benefit Adviser; free registration required)

Availability, Contributions, Account Balances, and Rollovers in Account-Based Health Plans, 2006?2009
Excerpt: "The share of the adult population with private health insurance enrolled in account-based health plans (so-called 'consumer-driven' health plans, or CDHPs) remains small but continues to grow. In 2009, 4 percent of the adult population with private health insurance was enrolled in an health reimbursement arrangement (HRA) or had a high-deductible plan with an health savings account (HSA), up 1 percentage point from the previous year." (Employee Benefit Research Institute (EBRI))

[Guidance Overview] New IRS Considerations Regarding Over-the-Counter Items as Medical Care Expenses
Excerpt: "While the IRS guidance adds some certainty, it also reminds us that for many over-the-counter items, reimbursement cannot be automatic. If you decide to cover the expenses of dual-purpose items as part of your FSA or HRA benefit program, you must ask questions necessary to verify that those expenses are reimbursable medical expenses." (Warner Norcross & Judd LLP)

[Guidance Overview] Michelle's Law Amendments: HRA Plans and Cafeteria Plans with Health Care Reimbursement Accounts
Excerpt: "Tax/COBRA Treatment[:] Because Michelle's Law did not amend Code section 152, reimbursements for eligible expenses of dependents covered under Michelle's law that do not meet the definition of dependent under Code section 152 may be subject to tax. In addition, it is unclear whether COBRA coverage for 'Michelle's Law' dependents is measured from the loss of student status or the loss of extended coverage provided by Michelle's law." (Fort William LLC)

[Guidance Overview] Requirement that Employees Complete Health Risk Assessments in Order to Receive HRA Reimbursements Violates the ADA
Excerpt: "The broadened scope of the definition of 'disability' under recent amendments to the ADA . . . may cause more inquiries in health risk assessments to be viewed as disability-related and thus subject to scrutiny under the ADA. Formal guidance from the EEOC on the ADA's application to wellness programs is sorely needed. It also bears repeating that in addition to the ADA, wellness programs must also meet applicable HIPAA requirements and comply with GINA." (Employee Benefits Institute of America)

Making Sense of High-Deductible Health Plans
Excerpt: "If you and I are spending more of our own money on health care, then we are likely to ask doctors and hospitals many more questions upfront and be more careful about which tests and procedures we receive. After all, until we exhaust that high annual deductible, it's our money on the line. Employers are pushing these plans because they can save the company as much as 20 percent, compared with traditional insurance." (New York Times; free registration required)

[Guidance Overview] Summary of and Suggested Action Steps to Address the GINA Interim Final Regulations
10 pages. Excerpt: "Employers whose plans include wellness, health risk assessments and/or disease management will be most affected by the new rules. Detailed action steps will depend on the specifics of the employer's health care program, but some general action steps will apply to many group health plans: . . ." (Gallagher Benefit Services)

[Guidance Overview] GINA Impacts Employer Health Plans and Use of HRAs (PDF)
Excerpt: "While consideration may be given to eliminating requests for genetic information from any HRAs entirely, employers may alternatively consider bifurcating the HRA so as to eliminate requests for genetic information where premium rewards or rebates are offered, while offering a separate voluntary HRA that would request genetic information (without any rewards, and after open enrollment). While we understand that any design changes at this time of year may be disruptive to employers' health plan administration as well as the open enrollment process, these changes may nonetheless be necessary when such a significant regulation impacting wellness programs is issued so late in the year." (Aon Consulting)

[Guidance Overview] Red Flags Rule: Application to Health Flexible Spending Accounts, Health Reimbursement Arrangements, Dependent Care Assistant Programs and Transportation Plans
Excerpt: "Under the Red Flags Rule, certain businesses and organizations must establish and implement a written Identity Theft Prevention Program (ITPP). To comply with the Red Flags Rules, a written ITPP must have four basic elements . . . ." (Groom Law Group)

[Guidance Overview] DOL Staff Members Provide Informal Views on SPDs/SMMs and Issues Under the Davis-Bacon and Service Contract Acts
Excerpt: "The Joint Committee on Employee Benefits (JCEB) of the American Bar Association has reported on its May 7, 2009 Q&A session with DOL staff members. Highlights include unofficial, nonbinding remarks about these welfare plan topics: (1) SPD requirements when there is a change in federal law, and (2) treatment of FSAs, HRAs, and HSAs under the Davis-Bacon Act and the Service Contract Act." (Employee Benefits Institute of America)

[Guidance Overview] IRS Discussion on Whether Various Over-the-Counter Items Are Medical Care Expenses
Excerpt: "EBIA Comment: This information letter is noteworthy for its detail and provides insights into a number of difficult expenses, many of which have not previously been addressed by the IRS. Those who work with health FSAs and HRAs will want to familiarize themselves with the letter and the analysis it contains. [See http://www.ebia.com/files/PDFs/OTCltr.pdf.]" (Employee Benefits Institute of America)

[Guidance Overview] FTC Delay of Enforcement of Red Flags Rule Until November and FAQs Addressing Employee Benefit Plans
Excerpt: "EBIA Comment: The enforcement delay is welcome news and the FAQs provide some helpful clarification for health FSAs and 401(k) plans. Unfortunately, some issues for employee benefit plans remain unanswered. For example, for those offering health FSA debit cards, it is unclear who is responsible for implementing the Rule -- the plan sponsor, the TPA, or another entity involved in the card program. Further clarification would also be helpful about the Rule's application to other benefits, such as DCAPs, HRAs, and HSAs." (Employee Benefits Institute of America)

Say Goodbye to Reimbursement of Over-the-Counter Medications Through FSAs, HRAs, MSAs
Excerpt: "The House Ways and Means Committee's amendment to the America's Affordable Health Choices Act (H.R. 3200) would prohibit employees from using health FSA dollars to pay for over-the-counter medications. The proposal is estimated to raise $8.2 billion over 10 years. The proposal also would extend to health savings accounts (HSAs), health reimbursement arrangements (HRAs) and Archer Medical Savings Accounts (Archer MSAs)." (Wolters Kluwer)

[Guidance Overview] CMS Update on Mandatory Insurer Reporting User Guide and Other Guidance
Excerpt: "This Capital Checkup summarizes key issues addressed in the updated guidance: New registration deadline for entities reporting only on Health Reimbursement Arrangements (HRAs), What it means for a person to be 'known to be entitled to Medicare'), and CMS's recommended process for collecting Medicare Health Insurance Claim Numbers (HICNs) or Social Security Numbers (SSNs)." (The Segal Group, Inc.)

Text of Comments by Employers Council on Flexible Compensation Concerning Proposed Tax Law Changes for FSAs, HRAs and Employer-Provided Health Coverage in General
5 pages, submitted to the Senate Finance Committee May 26, 2009. (Employers Council on Flexible Compensation)

[Guidance Overview] EEOC Opinion Letter: ERISA Plan HRA Requirement in Order to Obtain Health Coverage Violates ADA
Excerpt: "The U.S. Equal Employment Opportunity Commission (EEOC) issued an opinion letter in March which recently became public regarding the use of health risk assessments (HRA) and the Americans with Disability Act (ADA). While opinion letters from the EEOC are not official opinions, this letter does provide guidance for employers to clarify the use of HRAs." (Aiken & Aiken, LLC)

EEOC States HRA Requirement for Health Insurance Eligibility Violates ADA
Excerpt: "The U.S. Equal Employment Opportunity Commission (EEOC) issued an opinion letter indicating that a health risk assessment (HRA) requirement for health insurance eligibility would violate the Americans with Disability Act (ADA). The ADA requires disability-related questions or medical examinations to be job-related and consistent with necessity or, part of a voluntary wellness program. In this instance, the HRA is neither job-related nor consistent with necessity. As part of a wellness plan, refusing to participate in an HRA would penalize an employee, violating ADA. The letter is an informal discussion and does not constitute an official opinion of the EEOC." (International Foundation of Employee Benefit Plans)

Company Leverages HRAs to Help Employers and Their Workers Split the Savings from Medical Tourism
Excerpt: "A startup company is banking on its small network of elite overseas hospitals plus a unique employer health reimbursement arrangement (HRA)-linked health benefit to carve a niche for itself in the outbound medical tourism business. Satori World Medical, based in San Diego, recently launched its Health & Shared Wealth program, a patent-pending approach that enables employers to offer a 100% overseas medical travel benefit to their employees. Leveraging the significant savings Satori says it is offering for a range of traditional medical procedures performed at its network hospitals, employers can share with their employees a fixed dollar amount or a percentage of the savings realized by using the benefit. The predetermined savings amount is deposited in the employee's HRA account. The employer can then 're-invest' what it calculates to be the rest of the savings." (AISHealth.com)

Benefits Card Increases Appeal of Tax-Favored Accounts
Excerpt: "Health care consumers report the availability of benefits cards positively influenced their decision to sign up for tax-favored accounts including Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), or Health Reimbursement Arrangements (HRAs), according to the results of the Evolution Benefits Consumer Experience Survey." (PLANSPONSOR.com; free registration required)

[Guidance Overview] IRS Explaination on Why Standard Mileage Rate for Medical Expenses Is Substantially Less Than Rate for Business Expenses
Excerpt: "Transportation expenses that are deductible medical expenses under Code Section 213 generally can be paid or reimbursed on a tax-free basis by a health FSA, HRA, or HSA. (Some employers' health FSAs or HRAs exclude medical transportation expenses from the list of reimbursable items to simplify plan administration.) The explanation in the information letter can help health FSA and HRA administrators, who may be asked why the medical and business rates differ so much." (Employee Benefits Institute of America)

[Guidance Overview] IRS Discussion of Deductibility of Nursing Home Care for Individual With Alzheimer's Disease
Excerpt: "EBIA Comment: The most important thing for employers and administrators to remember about this guidance is what it does not say. Specifically, although qualified long-term care services can be deductible on a tax return, health FSAs cannot reimburse them on a tax-free basis. Similarly, most HRAs may not reimburse expenses for qualified long-term care services. (This is because most HRAs are health FSAs -- meaning that the maximum amount of reimbursement they offer is not more than 500% of the employer's contributions.) In contrast, HSAs can reimburse long-term care services tax-free." (Employee Benefits Institute of America)

When Is $100 Worth $155? If You're in 28 Percent Tax Bracket, That's the Value of Paying for Personal Expenses with Pre-Tax Dollars
Excerpt: "Any time you take advantage of a tax savings opportunity, less of your hard-earned money goes to taxes and, therefore, more ends up in your pocket. So, let's . . . review some of the tax breaks available to you these days." (The Boston Globe)

[Guidance Overview] 2009 Reporting Forms and Instructions for HSA, Archer MSA, and Medicare Advantage MSA Trustees and Custodians
Excerpt: "EBIA Comment: Remember that these 2009 forms aren't to be used by trustees and custodians until 2010, when reporting for the 2009 tax year is due. We note that the mention of economic stimulus payments in the Form 1099-SA instructions for 2009 presumably relates to IRS guidance allowing individual account holders to withdraw without penalty payments made by direct deposit under the Economic Stimulus Act of 2008 . . . ." (Employee Benefits Institute of America)

[Guidance Overview] Milliman's Monthly Benefits News and Developments. Jan. 2009 Edition (PDF)
2 page list of principal employee benefits news and developments in December, 2008. (Milliman)

[Guidance Overview] IRS's 2008 Version of Publication 969 on HSAs, HRAs, Health FSAs,and MSAs
Excerpt: "EBIA Comment: Publication 969 is a handy tool for comparing the basic features of various consumer-driven health care vehicles without getting too bogged down in the details. The updated version of Publication 969 is also a reminder of the considerable amount of pertinent guidance that the IRS issued in 2008, particularly on HSAs." (Employee Benefits Institute of America)

Healthcare Providers Enjoy Year-End Rush as Health Plan Participants Beat Deductibles Deadline
Excerpt: "It's the Year-End Mini-Boom, a new phenomenon brought on by health insurance plans with deductibles. . . . Early in the year, patients are more likely to hold off getting care because they are paying out of pocket. Later in the year, some have paid enough to reach their deductible and insurance kicks in. At that point, insurance covers most medical services [including many that are elective] . . . ." (StarTribune.com)

[Guidance Overview] IRS Provides Transition Relief for the Use of Health FSA and HRA Debit Cards at Drug Stores and Pharmacies
Excerpt: "For stores with the Drug Stores and Pharmacies MCC, and those working with plans that wish to allow card use at those locations, having six more months until these additional restrictions take effect will no doubt be welcome news. Until that time, transactions at such stores continue to be subject to the same debit card substantiation rules as transactions at merchants that are medical care providers by MCC [merchant category code]." (Employee Benefits Institute of America)

[Official Guidance] Text of IRS Notice 2008-104: Additional Transition Relief on Use of Debit Cards for Medical Expense Reimbursements (PDF)
1 page. Excerpt: "The deadline in Notice 2007-2 is extended by six months so that, after June 30, 2009, health FSA and HRA debit cards may not be used at stores with the Drug Stores and Pharmacies merchant category code unless the requirements of (1) or (2) above are satisfied." (Internal Revenue Service)

[Opinion] Legislation Offers HRA Tax Parity, But Limits Use to Two States
Excerpt: "As approved by the House on July 9, 2008, the Act permits a certain class of governmental plans to include individuals other than a qualifying spouse or dependent as beneficiaries on employees' HRAs, provided those beneficiaries pay taxes on HRA amounts they ultimately receive. This provision was designed to apply to only two state governments. The provision should be broadened to include all states and municipalities." (ICMA-RC)

HSAs, FSAs, HRAs: Which Consumer Driven Health Care Option Should You Choose? (PDF)
2 pages. Updated for 2008 and 2009 Excerpt: "Unfortunately, many consumers and employers are confused about the differences between the various consumer-driven plans and which option would be best for them. The Council for Affordable Health Insurance (CAHI) has prepared this analysis [in chart form] in an effort to help people make informed choices." (The Councial for Affordable Health Insurance)

Health Savings Accounts and High-Deductible Health Plans: A Data Primer (PDF)
6 pages. Excerpt: "Before analysts can evaluate the effects of HSAs, they must decide which data source(s) to use. This primer provides basic guidance in that direction. The primer also provides the most recent data available from each source on enrollment, premiums and deductibes for HSAs, HSAs and HRAs combined, and HDHPs." (U.S. Congressional Research Service)

California Companies and Brokers Tussle Over HRAs in Consumer Plans
Excerpt: "A dispute between health insurance companies in California and brokers could end a practice favored by small employers to save money on health coverage. The feud centers on employers' funding of health reimbursement arrangements with high-deductible health plans. Normally, high-deductible plans are used with health savings accounts, which are owned by employees and often partially funded by the employer to help defray an employee's health care costs." (Workforce Management; free registration required)

Minn. Governor Seeks to Return Health Benefit Savings to State Employees as Health Reimbursement Arrangement
Excerpt: "Minnesota Gov. Tim Pawlenty (R) unveiled a series of initiatives intended to give consumers greater control of their health care, starting by giving each of the 50,000 state employees up to $250 in a health reimbursement arrangement (HRA) in 2009." (AISHealth.com)

DOL Staff Members Provide Informal Views on Welfare Plan Topics at May 7, 2008, Meeting
Excerpt: "The Joint Committee on Employee Benefits (JCEB) of the American Bar Association has posted a report on the May 7, 2008 Q&A session between JCEB representatives and DOL staff members. Highlights include the following unofficial, nonbinding comments about COBRA premiums, wellness programs, reimbursement of individual health insurance premiums through HRAs, and offers of assistance in a non-English language." (Employee Benefits Institute of America)

[Guidance Overview] Chart for Corporate Employers That Compares FSAs, HRAs and HSAs (PDF)
2 pages. (The Segal Group, Inc.)

[Opinion] A Reconsideration of Tax Expenditure Analysis (PDF)
87 pages. Excerpt: "This document, prepared by the staff of the Joint Committee on Taxation . . . reconsiders the utility of the JCT Staff's current implementation of tax expenditure analysis. . . . Driven off track by seemingly endless debates about what should and should not be included in the 'normal' tax base, tax expenditure analysis today does not advance either of the two goals that inspired its original proponents: clarifying the aggregate size and application of government expenditures, and improving the Internal Revenue Code." (U.S. Congress, Joint Committee on Taxation)

[Guidance Overview] Georgia Gov. Perdue Signs Bill Establishing Tax Exemptions for Employer-Provided High-Deductible Policies
Excerpt: "The House bill is expected to provider insurers with $146 million annually in tax breaks. Employers are expected to save $64.8 million, and workers are expected to save $6.7 million, according to an independent analysis by the Georgia Budget and Policy Institute. " (KaiserNetwork.org)

American Association of Preferred Provider Organizations Study Shows Most Account Plans Use Preferred Provider Organizations
Excerpt: "Health savings account and health reimbursement arrangement sales could boost preferred provider organization enrollment. Researchers at the American Association of Preferred Provider Organizations, Louisville, Ky., have published data supporting that conclusion in the AAPPO's latest annual PPO market review." (The National Underwriter Company; free registration or paid subscription required)

Johnson & Johnson's Consumer-Directed Health Plan Is More Than a Band-Aid for Employees
Excerpt: "A corporate-wide culture of wellness and sophisticated marketing to a health-conscious population eased the transition to consumer-directed health (CDH) when New Brunswick, N.J.-based Johnson & Johnson introduced a health reimbursement arrangement (HRA) to its non-unionized salaried staff in January 2008." (AISHealth.com)

[Guidance Overview] Are Rollover and Transfer Contributions to Health Savings Accounts Permitted?
Excerpt: "Rollover and transfer contributions from Archer Medical Savings Accounts (MSAs) and other HSAs to an HSA are permitted. They need not be in cash and are not subject to the annual contribution limits. . . . Rollovers from certain flexible spending arrangements (FSAs) and health reimbursement arrangements (HRAs) are also allowed, subject to the rules of IRS Notice 2007-22." (Wolters Kluwer)

Controlling Health Insurance Premiums with FSA, HRA, HSA Plans
Excerpt: "Health insurance costs are rising much faster than inflation. But what can manufacturers do about it? One idea that seems to be working is giving employees 'ownership' in their health plans. A big problem is that employees are disconnected from the cost of healthcare. For instance, when asked in surveys, a surprising number of people think the doctor only receives their health plan's co-pay amount, $10 or $20!" (Penton Media, Inc.)

AAPPO 2008 Survey of Consumer-Directed Health Plans (PDF)
Excerpt: "Virtually all CDHPs, which includes health savings accounts (HSAs) and health reimbursement accounts (HRAs), are based on PPO networks. The hallmarks of the PPO delivery system � choice, access and flexibility � clearly are a factor in enhancing the CDHP model and promoting continued growth in CDHP enrollments." (American Association of Preferred Provider Organizations)

[Guidance Overview] Can I Have an HSA If I Have a Health FSA or HRA?
Excerpt: "Participation in a health flexible spending arrangement (FSA) or health reimbursement arrangement (HRA) may negatively affect an individual's HSA eligibility. Even with HDHP coverage, an individual also covered by a health FSA or an HRA that pays or reimburses qualified medical expenses prior to meeting the HDHP deductible generally cannot make regular HSA contributions. An individual's participation in one of these plans may also disqualify his/her spouse from an HSA." (Wolters Kluwer Financial Services)

State of the TPA Industry & Forecast for 2008
Excerpt: "We are already in the first stages of the biggest evolution in healthcare and its payment in the past 65 years. No matter what direction things might take politically, the TPAs & Stop-Loss who will survive and thrive are those who stay alert to the changes & opportunities . . . . Some TPAs are thinking that the traditional TPA core service of claims processing is getting to be more and more trouble [and yet they] find an ever-growing array of services & programs employers or individuals want. These include such things as a wide range of wellness offerings, investment and other assistance for the growing HSA market . . . ." (Society of Professional Benefit Administrators)

HRAs Replace Traditional Retiree Health Benefits as Employers Scramble to Reduce Costs
Excerpt: "The number of employers that offer health benefits to retirees has been declining steadily since the early 1990s. While many employers have eliminated those benefits completely, others see retiree health coverage as a way to recruit and retain employees . . . . The cost of maintaining traditional retiree benefits, however, has become prohibitive." (AISHealth.com)

HSAs and HRAs Not As Alike As They Sound
Excerpt: "Even though 61 percent of workers polled in a recent Fidelity Investments survey said they have a good working knowledge of their health care benefits, more than half did not know what HSAs or HRAs are." (Houston Chronicle)

Text of Aon's 2007 Year-End Checkup for Benefit Plans (PDF)
15 pages. Excerpt: "This Alert will help identify general year-end administrative and planning issues that could lead to compliance or employee relations problems if not addressed before, or early in, 2008. In addition, we have highlighted recent legislative or regulatory developments that may require plan design or documentation changes, particularly in response to the Pension Protection Act of 2006 (PPA), final Internal Revenue Code (IRC) �409A regulations, and the re-proposed IRC �125 regulations." (Aon)

Health Care Debit Cards Remain Convenient Tool Despite High-Profile Exit of American Express
Excerpt: "Despite American Express Co.'s decision to stop offering its health care-related debit cards at the end of the year, other major issuers will continue offering the credit cards to pay health care bills using employees' health savings accounts and health reimbursement arrangements." (Workforce Management; free registration required)

Opinion: AHIP's Deceptive Release on CDHC
The target page presents excerpts from HealthDecisions.org and HealthPartners and is followed by comments from Don McCanne. Excerpt: "The real issue is that high-deductible health plans are replacing more comprehensive coverage, and these deductibles are making health care access less affordable. Hiding behind the rhetorical diversion over health savings accounts, to which two-thirds of employers don't even contribute, hardly advances the cause of affordable, comprehensive health care for all." (Physicians for a National Health Program)

Individual Health Policies Using a Health Reimbursement Account and Premium Reimbursement Plan
Excerpt: "With the increase in individual plan offerings throughout the country, and the tacit approval in most states that they can be offered through employers, we wanted to share a mechanism for employers and employees to save money when utilizing these plans." (Kushner & Company)

Health Insurance Terms Key to Choices at Work
Excerpt: "When it comes to your health insurance, can you define a flexible spending account, a health reimbursement account or a Health Savings Account? If you can't, you're not alone." (The Dallas Morning News; free registration required)

IRS Explains -- Diet Foods, Meal Replacements, and Dietary Supplements Are Not Code Section 213(d) Medical Care Expenses
Excerpt: "EBIA Comment: The information letter is consistent with prior IRS guidance . . . . However, dietary supplements and special foods may constitute medical care when a medical practitioner recommends them to cure, mitigate, treat, or prevent a specific medical condition." (Employee Benefits Institute of America)

New Products that Combine an HRA with an HMO Are Gaining Traction in California
Excerpt: "Since being launched in June, a product that pairs an HMO with a health reimbursement arrangement (HRA) has been gaining sales traction in California, according to Health Net of California, Inc. The managed care company's Optimizer HMO is among a growing number of products that combine the features of an HMO or point-of-service (POS) plan with a health account." (Inside Consumer-Directed Care via AISHealth.com)

Brief Notes on the Health Reimbursement Arrangements' Beneficiary Issue
Excerpt: "On August 14, 2006 the IRS issued Revenue Ruling 2006-36 to clarify the beneficiary status of Health Reimbursement Arrangements (HRA). The Revenue Ruling indicates that HRA reimbursements, whether taxable or not, may no longer be made to non-spouse or non-dependent beneficiaries. Plans have until December 31, 2008 to comply with the ruling; there are no consequences for reimbursements to such beneficiaries prior to that date." (ICMA-RC)

HSAs, FSAs, HRAs -- A Comparison of Health Care Arrangements
The target page includes a chart of the general compliance requirements of the three arrangements. (Wolters Kluwer Law & Business)

Another Question is Answered in the Consumer-Driven Healthcare Reimbursement Accounts (HSAs, HRAs, Archer MSAs, Medicare MSAs) Q&A Column
What are the requirements to make a tax free Qualified HSA Distribution (rollover from a Health FSA or HRA to a Health Savings Account)? (BenefitsLink.com)

Opinion: Federal Bills Offers HRA Tax Parity, End to Beneficiary Problem for Non-Dependents
(Temporary link.) Excerpt: "Today's call-to-action asks that you urge your Representative and Senators to support a bill that would provide tax parity to non-spouse/non-dependent individuals who qualify for and receive employer-provided health plan benefits. . . . Both bills contain a provision that would reverse the Treasury's Revenue Ruling on Health Reimbursement Arrangements (HRA), which stated that whether taxable or not, reimbursements from HRAs may no longer be made to non-spouse or non-dependent beneficiaries." (ICMA-RC)

IRS and Treasury Officials Provide Informal Views on DCAP Elections, HRA Forfeitures, and Other Issues
Excerpt: "The Joint Committee on Employee Benefits (JCEB) of the American Bar Association has posted a report on the May 2007 Q&A session between JCEB representatives and officials from the IRS and Treasury Department." (Employee Benefits Institute of America)

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