All premiums are due on the 1st of every month with a 30-day grace period. All premiums must be post-marked within the 30-day grace period or else the coverage will end.

Yes, participants have 24/7 access to their records online

Yes, employers have 24/7 web access and can see when a letter was mailed to a certain participant, check the status of the participant's payment, view reports, etc.

Yes, BenefitsAssist, inc. allows participants to pay their premiums with either MasterCard or Visa. There is a 3.0% convenience fee added to the premium.

• Termination - 18 months

• Reduction in hours - 18 months

• Divorce, separation - 36 months

• Ineligible dependents - 36 months

• Employee death - 36 months

• Disability with Social Security letter - 29 months

Most employers are eligible! Sole proprietors, partners, members, and shareholders > 2% ownership of S corporations (and their family) cannot participate on a pre-tax basis in a Section 125 plan (including Premium Payment, Health FSA, Dependent Care FSA, and HSA). But the plan can be created to benefit the employees of such organizations.

Plans run on a 12-month basis chosen by the employer. Most plans coordinate with either the calendar year or the year of the health plan renewal or the health plan deductible year.

No. The employer keeps all FSA payroll deductions.

Services include manual claim reimbursement by check or direct deposit. We process claims bi-weekly (every 2 weeks). If employers choose the debit card then the card is included. Employers are informed of applicable Section 125 changes in regulations.

No.

Employees submit a claim form via fax, e-mail, or mail along with copies of the insurance carrier’s Explanation of Benefits or provider's invoice forms showing: Employee or dependent name, Provider name, Date of service, Description of service, and Charge. We cannot accept cancelled checks, credit/debit card receipts, non-itemized cash register receipts, previous balance statements, balance forward statements, or claims for future services.

Employees can use the WealthCare Portal or app to submit claims online.

The date of service must be between the employee’s plan year enrollment date and the plan year end date. For terminated participants, the date of service must be between the plan year enrollment date and the termination date.

For Health FSAs the law requires that a person be reimbursed up to the amount of the election regardless of if the payroll deductions have taken place. This means that a person can claim more than what was payroll deducted. For Dependent Care FSAs the law only requires reimbursement up to the year-to-date payroll deduction amount at the time the claim is made.

The employee submits manual claims to BenefitsAssist, inc.

We reimburse claims every two weeks. Claims received by the previous Thursday are included in the bi-weekly Monday claims process (if that Monday is a holiday the claims are processed the following business day). We will issue a check or direct deposit based on the employee’s choice.

The FSA debit card is a MasterCard that can be used at valid health related merchants such as doctor’s offices, pharmacies, etc. Employees must keep receipts and other documentation to prove the expense was eligible. If the card swipe matches an employer co-pay then the employee may not have to submit documentation to BenefitsAssist, inc. Otherwise, the employee will receive an e-mail requesting documentation validating that the purchase is eligible for the FSA.

The claims filing deadline is the earlier of 90 days after termination or 90 days after plan year end. Any unused funds are forfeited back to the plan.

Employers should collect and destroy any Health FSA cards. Payroll deductions should continue to the date of termination. Participants can file manual claims for up to 90 days after termination but the date of service cannot be after the termination date. If the participant has overdrawn the Health FSA account (see Question #9) the employer is not permitted to accept payment or initiate extra payroll deductions to cover the difference. The employer can use plan forfeitures to offset the risk of a person overdrawing the Health FSA.

BenefitsAssist, inc. drafts the employer’s bank account shortly after it has processed bi-weekly manual claims. Debit card charges are drafted from the employer bank account on a daily basis.

Yes! Employees can login and view their account online.

The following reports are e-mailed to the employer: Bi-weekly manual claims report, Daily card charge report, and Monthly account report.

BenefitsAssist, inc. currently does not charge an annual maintenance fee. If the Employer wishes for BenefitsAssist, inc. to perform discrimination testing on the plan the charge is $175/hr and usually takes 1-2 hours. If the employer wishes BenefitsAssist, inc. to prepare a draft Form 5500 the fee is $200/hour with a minimum of $350 per Form 5500.

The Document creation fee is charged separately at $350 each for the Section 125 plan and HRA plan since they are separate written plans. The Setup fee is charged once at $200 per Employer since the fee covers getting employees into the system. The Administration and Debit card fee for Health FSA, Dependent Care FSA, and HRA is charged once per employee not per account. So an employee can have multiple FSA and/or HRA accounts and the employer is billed the quoted per employee per month charge.

The Document creation fee is charged once at $350 since it is one written Section 125 plan. Instead of paying two Setup fees at $200 each the total Setup fee to cover both FSA and HSA is $200. The Administration and Debit card fees are per the FSA and HSA proposals.

Most employers are eligible! Sole proprietors, partners, members, and shareholders > 2% ownership of S corporations (and their family) cannot participate on a pre-tax basis in a Health Reimbursement Arrangement (HRA). But the plan can be created to benefit the employees of such organizations.

Plans run on a 12-month basis chosen by the employer. Most plans coordinate with the health plan deductible year.

Services include manual claim reimbursement by check or direct deposit. We process claims bi-weekly (every 2 weeks). If employers choose the debit card then the card is included. Employers are informed of applicable HRA changes in regulations.

No.

Employees submit a claim form via fax, e-mail, or mail along with copies of the insurance carrier’s Explanation of Benefits or provider's invoice forms showing: Employee or dependent name, Provider name, Date of service, Description of service, and Charge. We cannot accept cancelled checks, credit/debit card receipts, non-itemized cash register receipts, previous balance statements, balance forward statements, or claims for future services.

Employees can use the WealthCare Portal or app to submit claims online.

The date of service must be between the employee’s plan year enrollment date and the plan year end date. For terminated participants, the date of service must be between the plan year enrollment date and the termination date.

The employee submits manual claims to BenefitsAssist, inc.

We reimburse claims every two weeks. Claims received by the previous Thursday are included in the bi-weekly Monday claims process (if that Monday is a holiday the claims are processed the following business day). We will issue a check or direct deposit based on the employee’s choice.

The HRA debit card is a MasterCard that can be used at valid health related merchants such as doctor’s offices, pharmacies, etc. Employees must keep receipts and other documentation to prove the expense was eligible. If the card swipe matches an employer co-pay then the employee may not have to submit documentation to BenefitsAssist, inc. Otherwise, the employee will receive an e-mail requesting documentation validating that the purchase is eligible for the HRA.

The claims filing deadline is the earlier of 90 days after termination or 90 days after plan year end.

Employers should collect and destroy any HRA cards. Participants can file manual claims for up to 90 days after termination but the date of service cannot be after the termination date.

BenefitsAssist, inc. drafts the employer’s bank account shortly after it has processed bi-weekly manual claims. Debit card charges are drafted from the employer bank account on a daily basis.

Yes! Employees can login and view their account online.

The following reports are e-mailed to the employer: Bi-weekly manual claims report, Daily card charge report, and Monthly account report.

BenefitsAssist, inc. currently does not charge an annual maintenance fee. If the Employer wishes for BenefitsAssist, inc. to perform discrimination testing on the plan the charge is $175/hr and usually takes 1-2 hours. If the employer wishes BenefitsAssist, inc. to prepare a draft Form 5500 the fee is $200/hour with a minimum of $350 per Form 5500.

The Document creation fee is charged separately at $350 each for the Section 125 plan and HRA plan since they are separate written plans. The Setup fee is charged once at $200 per Employer since the fee covers getting employees into the system. The Administration fee and Debit card fee for Health FSA, Dependent Care FSA, and HRA is charged once per employee not per account. So an employee can have multiple FSA and/or HRA accounts and the employer is billed the quoted per employee per month charge.