It may be difficult to believe, but open enrollment season is here again. And sure as the sun rises, many clients are demanding enhanced benefits at a zero-cost increase for the new year.

When it comes to administering services such as COBRA, FSAs, HRAs and HSAs, all third party administrators are the same, right? Wrong! Over the last two decades, NueSynergy has separated itself from the competition by offering personalized, knowledgeable service and innovative technology-based solutions that have helped raise the bar in benefit value and overall experience. We call it the NueSynergy Difference.

If you have any clients that are looking to enhance their benefits at a zero-cost increase, let’s schedule a 10-minute call to discuss how we can work together to accomplish this task.

Contact us at 855.890.7239 or sales@nuesynergy.com to schedule your consultation today.

Congress is once again considering the possibility of expanding access to HSAs and how those funds can be used. As you may be aware, two bills addressing HSAs passed the U.S. House of Representatives in late July and are now sitting in the Senate.

As of this writing, the two pieces of legislation, H.R. 6199 and H.R. 6311, haven’t been assigned to committee in the Senate. And with the midterm elections looming, both may fall victim to calendar deadlines. Although their future is uncertain at best, H.R. 6199 and H.R.6311 provide an insight into the future of HSAs.

So what does that future look like? Today we’ll break down the top eight ways H.R. 6199 would impact HSA owners, if enacted.

H.R. 6199 would

add increased flexibility by allowing a High-Deductible Health Plan (HDHP) to provide families up to $500 in pre-deductible coverage for non-preventive care;
add direct primary care arrangements to the types of coverage an individual can have;
give employers the flexibility to offer various free or discounted medical services, either onsite or at a retail clinic, and HDHP-covered employees who receive those services would still be HSA-eligible;
allow a person with HDHP coverage to contribute to an HSA, even if their spouse has an FSA, as long as the FSA doesn’t reimburse any expenses for the HDHP-covered spouse;
allow employees to transfer their HRA and/or FSA balances to an HSA, if the employee enrolls in an HDHP and establishes an HSA;
allow HSA funds to be used to buy over-the-counter medications without a prescription;
allow HSA funds to be used to purchase menstrual care supplies;
allow families to use up to $1,000 per year in HSA funds to pay for gym memberships, as well as safety equipment and participation/instruction fees for “qualified physical activities.”
While it’s unlikely the Senate will move on either piece of legislation this year, HSAs continue to skyrocket in popularity as health insurance premium increases have become the new normal in this uncertain market.

HSAs also remain popular because consumers are looking for more choices and more ways to save. For example, HSAs offer triple tax savings. This means any HSA contributions can be made either pre-tax or are tax deductible at year-end. Any interest income or earnings on investments tied to an HSA remains tax free. Lastly, as long as the HSA funds are used to pay for qualified health care expenses then no taxes will be charged on distributions.

Moving forward, we’ll continue to track both pieces of legislation and provide updates as necessary. In the meantime, please check out this article about H.R. 6311 if you’re interested in learning more about the bill we were unable to cover in today’s post.

Given the growth and geographical expansion of NueSynergy, the company has created a Western Regional Director position that will be held by Brett Flanagan. Based in Phoenix, AZ, Brett will be responsible for retaining existing clients and developing new partners within the region.

Brett Flanagan is a respected expert with over 20 years experience in the benefits administration space. Always driven to succeed, Brett expanded his previous employer from a regional to national player – largely thanks to his tremendous understanding of employee benefits.

“This is an exciting time for NueSynergy and Brett is a great fit for this position. I’m confident his experience, along with the relationships he’s developed over the past two decades, will help grow our client base and drive our company goals. We are delighted to have him on board,”” said Josh Collins, president of NueSynergy.

Since 1996, NueSynergy has been an innovative leader in providing full-service administration of consumer-driven and traditional account-based plans. The company has grown into one of the largest benefit account administrators providing Health Savings Accounts (HSA), Flexible Spending Accounts (FSA) and Health Reimbursement Arrangements (HRA); in addition to COBRA, Direct Premiums Billing and Consolidated Billing services to employers of all sizes and sectors including state and local governments as well as private and publicly traded companies.

With the addition of Brett, NueSynergy will be able to offer the following administrative services to the Western United States:

– Flexible Spending Arrangements
– Health Savings Accounts
– Health Reimbursement Arrangements
– COBRA
– Direct Bill
– Consolidated Billing

NueSynergy will also bring into the region its in-house expertise and integrated technology to help employers maximize operational efficiencies and control rising health care costs. The company’s commitment to outstanding client service ensures employees have the tools and resources to manage the financial aspect of their health care. With over 4 million benefits accounts administered on the company’s platform, NueSynergy’s investment in industry leading technology ensures that clients will always have secure and convenient access to their benefits account.

NueSynergy’s core purpose is helping people protect their quality of life and it is driven by a desire to provide superior customer service, while performing ethically and professionally. With the ever changing regulatory landscape, the company’s core purpose has continued to evolve as focusing on helping customers truly understand the value of their benefits account, while striving for even greater industry and product expertise.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a complex and detailed law protecting employees and qualified beneficiaries once they have been removed from their group health coverage due to a qualifying event. Despite its complexity, employers, employees and plan administrators are still accountable for staying in compliance with it.

One important aspect of staying compliant is awareness of the law’s key requirements and deadlines. With several various requirements and each requirement having a specific time span, saying it can be difficult to follow is an understatement. This a quick and easy guide to some basic COBRA compliancy requirements you may have overlooked.

First and foremost, we have listed qualifying events and which entity is responsible for notifying the plan administrator in each circumstance:

The employer is responsible for notifying the plan administrator within 30 days if the qualifying event is employee death, termination, reduction of hours, eligibility for Medicare or bankruptcy of a private-sector employer.

OR

The qualified beneficiary is responsible for notifying the plan administrator if the qualifying event is divorce, legal separation, or a change in dependent status. The time limit for this notice is determined by the plan administrator, but must be at least 60 days.

Furthermore, we have outlined 5 additional key requirements and their deadlines to make your COBRA compliancy as easy as possible.

After being notified of the qualifying event, the plan administrator has 14 days to provide participants with an election notice.
You must provide the covered employee and their spouse a general notice informing them of their COBRA rights within the first 90 days of the coverage.

The plan must provide a Summary Plan Description to the employee within 90 days of them participating in the plan.

The qualified beneficiaries must have a minimum of 60 days to choose to elect COBRA or not.

COBRA offers a maximum coverage time of 18 months, 29 months, or 36 months depending on the qualifying event. Special circumstances, like disability or a second qualifying event, can extend an 18 month coverage.

Outside of meeting deadlines, there are other specific standards that must be met for continuation coverage. For example:

The provided coverage must be identical to the plan the qualified beneficiaries were covered under prior to COBRA.

In the case the employee is required to pay for the continuation coverage, the cost can only be 102% of the full cost of the plan. The additional 2% may be charged as an administration fee.

If the coverage is terminated early, the plan must give notice to the plan participant as soon as possible and the notice must provide more detailed information on the termination like when it will be terminated and why.

Now you have the basics to start ensuring COBRA compliancy in your business practices. For more specific information or further questions, the Department of Labor produced a guide for employers dealing with COBRA that you can find here.

My HSA will pay for what?!

Health Savings Accounts (HSAs) are skyrocketing in popularity as premium increases have become the new normal in this uncertain market. In fact, recent reports project 30 million accounts, with assets exceeding $60 billion, by the end of 2019. To put those numbers into perspective, there were around 6 million accounts in 2008.

HSAs also remain popular because consumers are looking for more choices and more ways to save. For example, HSAs offer triple tax savings. This means any HSA contributions can be made either pre-tax or are tax deductible at year-end. Any interest income or earnings on investments tied to an HSA remains tax free.

Additional HSA benefits include

100% of unused funds roll over year-after-year
Funds go with you even if you switch employers
Can pay for the eligible expenses of your legal spouse and tax dependents regardless of their insurance
Can be used for Medicare premiums as well as qualified long-term care premiums
Further, there are literally hundreds of ways to spend HSA funds. In fact, the IRS has laid out an extensive list of allowable expenditures in IRS Publication 502. Many probably take it for granted that HSA funds will cover a doctor’s visit; however, most are probably unaware that the IRS considers these services as allowable expenses:

Travel expenses and lodging
It’s an eligible expense if the costs associated with transportation and lodging essential to and primarily for medical care.
Note: Lodging expenses are limited to $50 per person up to a maximum of $100 per night. Additional requirements for lodging include:
Medical care must be provide by a doctor in a licensed healthcare facility
Lodging is not lavish or extravagant
There is no significant element of personal leisure in the travel
Eye surgery
The cost associated with laser or LASIK eye surgery is an eligible expense.
Artificial eye, limb and teeth
Amount paid for the design and purchase of an artificial limb, eye or teeth is an eligible medical expense.
Birth control pills
The cost of prescription birth control (such as IUD, diaphragm, pill, Norplant, etc.) is an eligible medical expense. In addition, amounts paid for OTC products and devices (such as condoms, etc.) are eligible medical expenses.
Chiropractic and acupuncture treatments
Massage therapy may qualify for HSA compensation in certain situations, as well!
Drug and alcohol addiction treatment
The cost of treatment at a center for alcohol or drug addiction is an eligible medical expense. This includes meals and lodging provided by an inpatient center during treatment
Artificial Reproductive Technologies
A health care professional must provide evidence of medical necessity for the cost of Artificial Reproductive procedures to be an eligible medical expense. Evidence of medical necessity must be included by providing a Letter of Medical Necessity (LMN) that specifically identifies the recommendation and expense is for treatment of a medical condition with the request for reimbursement.
To qualify as potentially eligible, procedures must be intended to overcome an inability to have children due to medical reasons and are performed on you, your spouse or your dependent.
Home improvements such as ramps or doorways to accommodate a wheelchair
A health care professional must provide evidence of medical necessity for the cost of installing equipment in the home to be an eligible medical expense. Evidence of medical necessity must be included by providing a Letter of Medical Necessity (LMN) that specifically identifies the recommendation and expense is for treatment of a medical condition with the request for reimbursement.
Smoking cessation programs
The cost of participating in a smoking cessation program is an eligible expense.
Tutoring or tuition costs for children with medical-related learning disabilities
A health care professional must provide evidence of medical necessity for the cost of tuition/tutoring fees covering services rendered specifically for your child’s severe learning disabilities caused by mental or physical impairments to be an eligible medical expense. Evidence of medical necessity must be included by providing a Letter of Medical Necessity (LMN) that specifically identifies the recommendation and that the expense is for treatment of a medical condition with the request for reimbursement.