leevena

Thank you for the reply leevena. However I don't think your theory applies in my situation. I work for the state of CA which is a VERY large employer so I'm certain we are not missing our minimum participation level. The state has a history of not only being very intrusive when requiring documentation from its employees, but since we are public employees much of our personal information could be made public. As an example recently our local newspaper published a link where all state employees names, locations, and corresponding salaries were listed. This is public information and can be viewed by taxpayers. Now my friends and neighbors know how much I make. As a result, I am very careful of the documentation I submit to my employer. I am not certain what is considered confidential and what could be displayed on the internet if someone chose to dig it up. That's why I am questioning whether my employer legally needs proof of my other insurance coverage. I'm not trying to make problems with my employer and with others, I'm trying to prevent any for me. Thanks for the update. To answer your question, the employer can ask for this info. It's up to you whether to provide it.

I am not a lawyer, so I cannot address the legal aspect of your question. However, as a benefits person for over 25 years, I have seen this happen a few times. Not knowing all the facts/details of this situation, my educated guess is that the group you belong to is being required to meet a certain level of participation. The carrier will have a certain minimum participation level (for example 75%) that your employer needs to meet so that coverage can be issued. So let's assume your group is 10 lives, with 7 enrolling and 3 not taking coverage. Your participation level is 70%. However, if one of the three not taking coverage has coverage elsewhere, that person is not counted towards the participation level. In this scenario, the group would be issued coverage because it would now be 7 taking coverage and 2 non-participating. Your comment about one option being "no cost" does make one believe that all will participate. But keep something in mind, just because the employer tells the carrier that they are contributing enough to make that option no cost, there is no way to make sure this is true. So, if I am the underwriter and I receive the enrollment materials from your employer, and one person waives coverage and does not supply proof of coverage elsewhere, I begin to think that maybe the employer contribution is not high enough to make the one option no cost. Bottom line, unless you want to make problems with your employer and fellow employees, just give it to him and let him get the coverage.

You never cease to amaze me. Over the years I have seen you continue to berate and belittle people on this board, even as others have criticized you for your behavior. It is clear this woman does not have a background in benefits, which is why she is coming to this site. All she is asking for is a little help. Instead of helping you insult her and tell her to use Google. How in the world would you know that the employer did not switch from PPO to a Health Savings Account? Are you now a mind reader? Can you really be this arrogant and condescending? So, my humble suggestion to you is that before you criticize someone and tell them they need to have an understanding of the issues, you may want to purchase a 3rd grade spelling and grammar book so that you can have an understanding of spelling and punctuation rules.

You "may" be eligble for rollover from the FSA to the HSA. You should start by asking your FSA plan administrator if that plan allows for rollovers. It appears that you have done some research already. Try reading http://www.ustreas.gov/press/releases/hp264.htm for some guidance from Treasury Dept.

I don't know if I understand your question completely, so I hope I am on target with my answer. For double coverage purposes a person can be covered by two qualified HDHP's, but cannot be covered by a mix of qualified HDHP and non-qualified plans. So in this example, Employee X could not have "family" coverage at both places, since the second employer has a HMO. If Employee X enrolls as a single in your HDHP you would contribute the employee only limit. Did this answer your question? As for a source of information, it seems odd to me that this question could not have been answered for you through your HSA vendor, your broker, etc. This situation is not unusual and the rules governing this has been around since the very beginning.

You can offer a discount on the cost of services to your employees. Your hospital/company would need to develop a list of services that would be eligible for the reduced cost, calculate some type of discount, and then communicate it to employees. ( I am not familiar with the term "domestic benefits" that you are using ). This is not unusual or new. Medical providers have been doing this for years under all other types of funding arrangements. By the way, depending on how your health benefits are being rated/funded, this strategy could help reduce the premium/funding levels needed for the health plan. You cost of claims is reduced by the amount of cost the hospital is discounting to the employees.

The original question was "can you have a POP with a HSA?" The answer is of course, yes. As for your three questions. 1. What will be deducted through the POP?--Duh, the premium, that is why it's called a "Premium Only" plan. 2. Is there an HDHP?-Duh, it's a HSA plan. Can't have a HSA without a HDHP. 3. Is there an FSA?--Not the question.

Yes, an employee can use a POP for their HSA premiums.

As mcapuano stated, there is no regulation that prohibits an employee from dropping health insurance, or other coverages, at any time. Even if the participant is in a Caf. Plan, they can still drop their health insurance coverage. They just have a tax problem/issue. The same is true for the carrier side. No carrier can prohibit an insured from dropping coverage. What may be confusing for some, is that carriers have underwriting guidelines that require a certain amount of enrollment. If an insured drops coverage, it may cause the plan participation to fall below the required minimum. Hope this helps.

I would advise this person not to enroll and start making contributions, for a variety of reasons. Let's assume that your plan does allow him to enroll, and start making deductions. First, as mentioned by jpod, they may not have eligible expenses. Secondly, what if he terminates employment prior to birth? Also, the birth in May will be a QE, allowing them to start contributions then. I am lost as to why they would want to risk half a years deductions for this.

I am assuming that when you say "mini cobra" you mean state mandated cobra. I have worked under such (California) and the cobra participant does not lose anything. They just continue with the new. Not knowing the particulars, I would suggest you check with your carrier rep, they should be able to tell you what is required in your state.

First, you should check your plan documents and see what they say about this matter. Usually what I have seen is that employees can continue their FSA through COBRA. The ex-employee could continue their contributions, with the extra 2%, while on COBRA. An exception to this can be made if their YTD claims were more than the YTD contributions. But again, please check your plan documents.

I found your posting to be somewhat upsetting to me, so please excuse me and my reply, but I feel I need to add my 2 cents. Prior comments are correct about the flexibility that employers have with contributions. My issue is actually with you and your thoughts and possible actions. I have worked for an employer who did this and instead of the "obvious morale-crushing impact", it was the opposite. While I cannot speak for all of the 200 or so employees, many felt positive about this act of kindness and caring. Secondly, you state that you just started working there and you intend to "advise them of my thoughts" on this matter. Really? Why? Your a relatively new employee, in an environment of high unemployment, and you want to rock the boat on something that sounds like it's none of your business!

Remember two things about this situation, the first is that the spouse would need to have coverage (not just lose employment) and second, "Blue" employer would need to allow for changes.

GBurns is correct about the indiv policies being considered a list bill type of arrangement. In order for the employer to make this type of arrangement work, the employer would need to offer the employees a salary increase in lieu of health insurance, without any type of requirement that they purchase health insurance, and the employer cannot take a fed tax benefit towards health insurance. Might work, give it a try.

One strategy would be to give them a bonus to cover the amount the employer would like to give to these employees.

Out of curiosity, why would you want to do this? Thanks.

The fed law allows limits on these visits. Here is a link that should provide you with the details. Good luck. http://www.cms.hhs.gov/healthinsreformforc...thparityact.asp

I am a little confused. Yes, the Fed Men Health Parity Law applies to OP behavior health services. The OP limits on the other services (chiro, short-term OT, PT) does not matter. Does this answer your question?

Hard to tell what exactly you are looking for, but try this link. It will take you to a copy of the book I used when teaching CEBS. It should give you a nice overview. Book is "Employee Benefits, 6th ed, by Burton Bean and John McFadden. http://books.google.com/books?id=yN9vHhgi5...esnum=1#PPP1,M1

Maybe this link will help you. It shows side-by-side comparisons. http://www.room100.com/textsept/page_5.htm

Any individual can open an HSA account. You purchase an HSA qualified individual medical plan and open an HSA account to go along with it. If your employer is already contributing to someone else's individual hsa account, you may also be eligible for matching contributions. As for the FSA, sorry, your out-of-luck, unless you are a dep on someone who has access to one.

The employer is allowed to accelerate contributions to an employee who has a qualified expense and not enough money accumulated in their HSA. If the employer does this, they must make it available to all other ee's during that calender year. Keep in mind, HSA monies deposited in the ee's HSA account is 100% vested to the ee. If the er and ee do what they say the are doing, it will leave a paper trail of the "loan" and the repayment.

Can only answer 2 or 3 for you. I don't know the answer about reimbursement from DR providers for dep care. Medical expenses from outisde the US are ok. The dependent care expenses are not just for kids, but for adults as well. Without knowing what you mean by "support", I cannot tell you if these specific expenses are elgible.

An audit is not required, but something you might want to consider. You have fiduciary responsibility for the plan, even if you outsource the administration to a third party. Yes, there are many organizations that audit. You should try asking for references from people you trust, such as other employers, your benefit consultant, etc.