Orthodontic treatment is typically rendered over an extended period of time. Often, there is no direct relationship between payment and treatment. Some individuals pay for the entire treatment in full, while others make a monthly payment towards the total cost. In both cases, visits to the orthodontist may occur several times a month, or once every few months for adjustments.
Polestar Benefits, Inc. allows reimbursement for pre-paid orthodontia expenses, up to the elected amount, regardless of the date of service. The payment must have been made during the Benefit Period. If there is coverage under any dental plan, payment from the Flexible Spending Account (FSA) will be reduced by the amount paid by the dental coverage. Please note that orthodontia
differs from other dental procedures that require the actual service to be performed and paid for within the Benefit Period.
The employee and/or the employee’s eligible dependent(s) planning to begin or currently receiving orthodontia treatment are eligible for reimbursement.
Initial Evaluation Fees
Orthodontia services initially performed, such as moldings,...
A DCA, works like an FSA, which allows you to have pre-taxed dollars taken out of your paycheck and use them to pay for eligible dependent's day care needs. It may also be used to help pay for the care of an elderly dependent, if they live with you, while you are at work.
During the first part of January, eligibility reports will be generated based on HRA account balances and insurance eligibility codes in SCUPPS, the System’s electronic personnel management system. Based on those reports, a $600 account will be established for each eligible Administrator and $800 will be established for each eligible IFO member at Eide Bailly, the Administrator for the HRA program.
Employees who had $700 or more in their HRA account at Eide Bailly as of close of business on December 31, 2011, but who satisfy the HCSP eligibility criteria (see criteria a) and b) in Question No. 2) will have a contribution sent to MSRS, for posting to a Health Care Savings Plan account (HCSP) (see Q# 9 for more information on this program).
Money that isn't used in a flexible spending account goes to the employer. Technically, employees who open accounts reduce their wages in return for their employer paying out-of-pocket medical expenses up to the amount chosen by each employee. The money is not taxable wages but rather the employer's money and, if it isn't used, it belongs to the employer.
Forfeited money rarely adds up to enough to pay for the employer's cost of administering a program.
And employers also take a financial risk. Let's say an employee uses up the $3,000 in a flexible spending account in the first few months of the year. The employer pays the money out, planning to reduce each paycheck by a certain amount to total $3,000 by the end of the year. But if the employee leaves the company in, say, six months, only $1,500 would have been removed from the paychecks, leaving the employer $1,500 short.
- Date of Service
- Type of Service
- Amount of Service
- Patient Name
- Provider / Clinic Name
Visa slips and cleared checks are not considered allowable.
Yes. You do not need to be enrolled in your employer insurance plan to participate in the FSA. You would only need to meet the eligibility requirements set by your employer.
No, teeth whitening products or services to enhance the brightness of your teeth are cosmetic and cannot be reimbursed.
The snipet of info I have in this message is simply, now what do we want to do?
You have no greater ally than myself, and Polestar Benefits, to help and continue success in the future. In saying that, there is no better time to continue to work together and look to the opportunities change has brought us (like compliance services, actuarial modeling, benefit communication, etc. beyond our current service offerings).
Employers need their advisors now more than ever to clarify why they offer benefits, understand the viable options and deliver the
decisions made to meet their needs.
We can't change what has happened, but we can look to the prospects for future business success and I can tell you we are (now) and will be delivering the services needed to serve customers in the marketplace.
Health reimbursement arrangements (HRAs) are subject to COBRA, just like the medical plan. When a member qualifies for COBRA, they can continue to receive the same HRA employer contributions as active employees and must be offered the
opportunity to do so.
Figuring premium is not as easy as dividing annual HRA contribution by 12 and then adding 2%...1 of 2 methods (actuarial or past
cost) are supposed to be used to determine HRA COBRA premium for ex-employees.
The ACTUARIAL METHOD, is used first by assuming a reasonable estimate of the cost of providing HRA coverage to employees and then applying a formula to create a monthly premium. Companies with a newly established HRA must use the actuarial determination method because they have no HRA claim history for the prior year.
With the PAST COST METHOD, calculating the HRA COBRA premiums are based on past HRA expenses and then applying a formula to create the premium.
Yes, under a health care FSA, your travel to and from the doctor's office as well as any parking fees associated with your visit are reimbursable, provided you have a receipt that validates your visit.