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Breanna Bonollo

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  1. Thank you for your quick response! I have one clarifying question - you mentioned that the plan has taken a nugget of something important and taken a step too far by allowing employees to enroll in a health care FSA if they enroll in health, dental, or both. Does this mean the plan is currently out of compliance, and the plan must allow employees who are eligible for the major medical plan to enroll in a health care FSA regardless of actual enrollment in the major medical?
  2. A university is adding a new employee-paid vision plan to its benefits package. Currently, the university allows employees to enroll in a health care flexible spending account if they enroll in health, dental, or both to help pay for qualified medical expenses. If an employee chooses to enroll in the new employee-paid vision plan only (not enroll in health, dental, or both), are they eligible to enroll in the health care flexible spending account? The health care flexible spending account that is currently offered by the university is not the HCFSA limited purpose. Furthermore, is the university required to link the new employee-paid vision plan with the HCFSA, or is this optional?
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