Questions & Answers

An IRS sponsored plan that allows you to set aside money on a pre-tax basis to pay for out-of-pocket medical, dental, and vision expenses. These expenses can include deductibles and co-payment amounts associated with your major medical insurance coverage.

Yes. Any person that is claimed as a dependent for tax purposes is eligible for reimbursement regardless if they are covered by your group's major medical plan.

The minimum amount that can be contributed is $300 per Plan year while the maximums are specific to your group's plan. Please consult your administrator.

Most expenses are eligible for reimbursement as long as they are not cosmetic in nature. Rule of thumb; if it is used to improve or maintain your health, it is covered. Please review the list of Eligible Expenses.

Yes, but not for the same expenditures. Any expenditure in excess of your annual contribution to the HCRP account can be itemized for income tax purposes.

Yes. Expenses for orthodontics are reimbursable if you pay the total amount due for services or if a payment arrangement is allowed. You simply submit your receipt as frequently as payments are made. In some cases these payments may occur over several Plan years.

All expenses you incur prior to your date of termination are reimbursable. Your HCRP is a COBRA eligible benefit and may be continued until the end of the Plan year. If COBRA is not elected, any unused funds will be forfeited to the employer.

Any funds that go unused during the Plan year are forfeited to the employer. This is referred to as the use-it or lose-it provision. Please use the Flex Estimator Worksheet to assist you in determining the amount you contribute to this account.

Your election is considered a "plan year benefit" and the full amount is available to you the first day of the Plan year regardless of the amount that has been deducted from your payroll.