Guest janetd Posted July 27, 2007 Report Share Posted July 27, 2007 I am in the process of getting contracting with a Wellness Provider. We would like to have Health Assessments, a Wellness self help portal and communications, Biometric Screenings, and High Risk Wellness Coaching. According to the VEBA requirements, an employer can pay for life, sick, accident or other benefits to its members or their beneficiaries. My understanding from that sentence is that since this is for the benefit of employees, these expenses can be run through our VEBA. Does anyone have an opinion in agreement or disagreement? Link to comment Share on other sites More sharing options...
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