HRA Plan
  The philosophy behind the implementation of Health Reimbursement Arrangements (HRA'S) is to give employees more choices in how they spend their benefit dollars. Also, the fact that the plan may permit (by employer design) a rollover feature for unused balances to a following plan year may actually encourage employees to be more cost conscious regarding their health care costs.

HRA's are funded solely by the EMPLOYER – there can be no element of employee salary deduction/reduction or funding from an Flexible Spending Account. The contributions are not considered taxable income to the employees (IRC Section 105) however, the contributions are tax deductible for the Employer sponsoring the plan.
  What benefits can an Employer include in an HRA Plan?

Quick Links
  Flex Spending Claim Form
  Flex Benefits
  Premium-Only Plan
  Flexible Spending Account
  Print HRA Claim Form
  HRA Plan
  Log on to My Flex Online
  Check HSA
  Eligible Health Reimbursement Expenses
  Flex Change in Family Status & Employee Termination Form
  Estimate Your Dependent Care Expenses
  Eligible Over the Counter Drugs
  Flexible Spending Account Savings Calculator
  Request A Proposal
  FAQ
  Medical expenses not covered by insurance — These are typically the same type of expenses that are allowable through a Flexible Spending Account. 
Eligible and Ineligible Expenses
  Insurance Premiums — Health insurance provided by the employer, individually-owned policy premiums or long-term care insurance premiums may be paid from the HRA plan.
  The Benefits of an HRA:
  Flexibility in plan design
  Ability to "roll over" unused money from one plan year to the next
  No "use it or lose it" rule
  Reimbursement for premiums for health insurance
  Reimbursement for medical expenses does not have to be within the covered plan year. (For example, if an employee was a participant in the HRA in 2002 and 2003, they could submit a claim for an expense incurred in 2002 in the 2003 plan year).
  Compliments a Flexible Spending Account Plan – An employer can offer both plans to their employees
  Former employees, including retirees (by plan design) can have continued access to their unused funds.
How an HRA is different than a FSA: FSA HRA
 Can Small Employers Implement? Yes Yes
 Can Large Employers Implement? Yes Yes
 Can C-Corp Owners Participate? Yes Yes
 Can Self-Employed Participate? No No
 Is a Plan Document Necessary? Yes Yes
 Are Employer Contributions Allowed? Yes- optional Yes- required
 Are Employee Contributions Allowed? Yes- optional No
 Can Unused Funds be Rolled to the Next Year? No Yes
 Is the Account Pre-funded by the Employer? Yes No
 Can Insurance Premiums be Paid From the Account? No Yes
 Do HIPAA Privacy and Security Rules Apply? Yes Yes
 How do I implement an HRA?
  There are a few items that will need your consideration before implementing an HRA. You will need to determine the following:
  Eligibility
  The Employer Contribution
  Optional features you will want to offer
  Whether funds roll from year to year 
  How to handle terminated employees and retirees 
  Which pays first, the FSA or the HRA (if the employer sponsors both plans)
Upon plan implementation, the Employer will need to adopt a formal plan document and distribute Summary Plan Descriptions to all eligible employees.
 Who Can Sponsor an HRA?
  Regular corporations, partnerships, S corporations, limited liability companies (LLCs), sole proprietors, professional corporations and not-for-profits can all save money on payroll taxes by establishing an HRA. While regulations prohibit a sole proprietor, partner, members of an LLC (in most cases), or individuals owning more than 2% of an S corporation from participating in the plan, they may still sponsor a plan and benefit from the savings on payroll taxes.
 Contact Us Today
  Setting up an HRA is an easy and cost effective way to enhance your employees benefits program. Request a Proposal and see how easy it is for you to save tax dollars!