Employer

Employer
CUSTOMER FOCUSED

For over 20 years, NueSynergy has provided administration for HSA, FSA, HRA, and COBRA/Direct Bill with a focus on service above all else. For our employer partners, this means:

  • A dedicated implementation manager to ensure your transition to NueSynergy is well planned and communicated
  • A dedicated account manager who is responsible for the success of your program and supports you for the life of your program through plan changes, renewals and issue resolution
  • Live in-house customer service for your participants in under 30 seconds

 

TECHNOLOGY DRIVEN

With the individual responsible for managing an organization's benefits often wearing multiple hats, and those participating in the program demanding quicker and easier ways to manage their benefits, innovation in technology is a crucial component of our service model. At NueSynergy we have implemented innovative, award-winning resources that make our administrative solutions truly unique.

  • Single service admin platform for HSA, FSA, HRA and Commuter benefits for both employers and participants.
  • Multi-account (HSA/FSA/HRA/Commuter) NueSynergy Benefits Debit Card.  
  • Carrier claims integration providing auto-substantiation for debit card transactions and simplified claims reimbursement regardless of group size.
  • NueSynergy Mobile providing access to all benefit accounts as well as the ability to submit supporting claim documentation simply by taking a picture.

At NueSynergy, we believe this attention to service supported by innovative technology is the key to making a benefit account program popular with employees, easy for management, and ultimately a success.

Want to see how NueSynergy can help you? Contact us today. 

 

 

Resources

FAQs

All “eligible employees” who received compensation during the previous year are included in nondiscrimination testing. Generally only union employees, non-resident aliens, leased employees and independent contractors can be excluded from nondiscrimination testing because they are not considered “eligible employees.”

 

 

Each year, the IRS requires companies with pre-tax reimbursement accounts to complete nondiscrimination testing. Nondiscrimination testing ensures that the business owners and Highly Compensated Employee(s) (HCE) do not receive a disproportionate benefit from a pre-tax plan compared to other employees.

In most cases, you can sign up any time—the benefit will be effective for the first month possible after you make your election.

  • Tolls
  • Taxis
  • Gas/fuel
  • Mileage
  • Business trip costs
  • Airport parking fees
  • Parking fees at your home

The government does allow a one-time transfer of funds from an IRA to an HSA. However, you can only roll your HSA funds into another HSA not an IRA.

  • The transferred amount, when combined with other HSA contributions for the year, may not exceed your annual maximum contribution.
  • Also, after making such a transfer, you must continue to participate in a qualifying high-deductible health plan for 13 consecutive months, beginning in the month of the IRA-to HSA transfer. If you do not, you will be subject to income taxes and a 20 percent penalty tax on the transferred amount, except in the case of death or disability.
  • Such a transfer may be an option if you incur significant medical expenses and find yourself unable to afford to make the maximum HSA contribution.

Blog

Employers Can Contribute to Employees’ Flexible Spending Accounts

For years, Flexible Spending Accounts (FSAs), also known as 125 plans or cafeteria plans, have been a popular employee benefit because they allow employees to set aside tax-free dollars for medical expenses they expect to incur during the year.

Adoption Assistance Flexible Spending Account

The Adoption Assistance Flexible Spending Account helps you pay for eligible adoption expenses by contributing to the account with pre-tax money from your paycheck. This means you do not pay federal or state income taxes (where applicable) on these funds.

Employer Mandate Penalties Increase for 2016

As most employers know by now, companies with 50 or more full-time equivalent employees are required to offer affordable health coverage that provides minimum value to their full-time employees starting in 2015 or face a significant penalty.

Forms and Guides

An example of the information needed within a Letter of Medical Necessity.

Employee status change form for qualifying event election changes.

A list of FAQs for employer's considering the carryover option for their Healthcare and Limited Purpose FSA plans.

A debit card feature allowing for reimbursed funds to be credited to a special reimbursement purse linked to the NueSynergy benefit debit card. Improving the reimbursement process for those that normally recieve checks.

$500 Carry-over guide for both the Healthcare and Limited Purpose Flexible Spending Accounts.

Eligible Expenses

To see a complete Eligible Expenses Chart please go to the following link.

See All Eligible Expenses

eClaims Manager

Unlocking the benefit of claims integration for all participants in order to provide a better more convenient user experience.

See More on NueSynergy's eClaims Manager