Integrated Partner

Value & Innovation
NueSynergy has become a leader in benefit account administration by always looking for how we can bring value to our partners. That's why we developed our integrated partner program, helping our partners create a truly custom benefit program that generates additional value and participant loyalty.

 

UNIQUE APPROACH

We understand the value that your brand holds for both you and to your customers. At NueSynergy, we believe sometimes our best opportunity to be a good partner does not lie in the NueSynergy brand, but in the brand of our partners. Whether offering a branded debit card and marketing materials, or building a full custom-branded solution complete with website and mobile application, NueSynergy will work with you to implement a program that brings value to your customers and loyalty to your company.

 

Request additional information on our Integrated Partnerships 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

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.

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