Guest Pecos Posted October 11, 2008 Report Share Posted October 11, 2008 Goal: Find a way to help an employee(s) and or dependents stay with the company even if they loose their coverage under the cafeteria plan (such as full time to part time status) (after COBRA) (not looking for any special tax breaks) questions: Could a part-time employee pay after tax premiums to be on the same cafeteria plan? Or have some kind of separate after tax plan for the employee/dependent, or have the company pay individual insurance premiums for them, or maybe an HSA (not really familiar with HSAs). Could medical expenses for part time employee(s) be paid from general assets of a company or should it be paid directly from a plan? Just trying to figure out a way to keep a part time employee(s) from going somewhere else if they can no longer work full time. Link to comment Share on other sites More sharing options...
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