Health Savings Account (HSA)

Employees are embracing Health Savings Accounts (HSAs) at a very quick pace as they shift towards lower- premium High Deductible Health Plans (HDHPs). The flexibility of this Consumer Driven Account (CDA) makes it one of the most cost-effective ways to pay for qualified healthcare expenses and people are taking notice. Each year, HSAs are more prevalent in the healthcare and financial industry news as a great strategy to set money aside to pay for qualified expenses.

Since 2003, these Plans have been the fastest growing employee benefit. Why the popularity? Simply put, HSAs make good sense. Besides helping employers reduce their health insurance costs, when HSAs are in place, employers add depth to their employee benefits and keep more money in their pockets. More and more employers are choosing this consumer driven healthcare account to empower their employees.

Why Offer an HSA?

With HSAs, both employers and employees make payroll contributions to pay for current and future eligible medical expenses. Contributed funds are tax-free to employees and tax deductible for employers.

HSAs Offer a Triple Tax Advantage!

1

Federal tax deductions on contributions

2

Tax-free growth on invested funds

3

Tax-free withdrawals for qualified medical expenses

For employers, an HSA creates tax savings! Hidden fees and risks associated with the reimbursement process are eliminated. Furthermore, through a High Deductible Plan, employers can reduce health insurance costs.With an HSA, employers have the ability to provide employees with more control over their healthcare.

Your Estimated Tax Savings

Without HSA

Gross Annual Pay (Estimate) $60,000

Estimated Tax Rate (30%) -$18,000

Net Annual Pay =$42,000

Estimated Annual Healthcare Expenses -$6,750

Final Take-Home Pay =$35,250

All figures in this table are estimates and based on an annual salary of $60,000 and maximum contribution limits to the benefit account. Your salary, tax rate, healthcare expenses, and tax savings may be different.

With HSA

Gross Annual Pay (Estimate) $60,000

Maximum Annual Healthcare HSA Contribution -$6,750

Adjusted Gross Pay =$53,250

Estimated Tax Rate (30%) -$15,975

Final Take-Home Pay =$37,245

Take Home This Much More !!! $2,0255

What is a HSA?

Health Savings Account (HSA).

How does a HSA work?

Health Saving Accounts process.

EMPLOYER FEATURES

Online Management.

Efficient Contributions.

Integrated Enrollment.

Dedicated Service.

Your employees receive a seamless HSA experience that allows them to take advantage of everything an HSA plan offers, including:

  • Online access with real-time account information.
  • Options to submit claims online and pay providers directly.
  • Online investment services.
  • Personalized customer service.
  • Interactive calculators and decision-support tools.
  • Featured partners with additional saving tools.

Online Administrative Controls

  • Secure web site to manage administration tasks.
  • Update employee status and track enrollment rates.
  • Download funding and contribution reports.
  • Access educational resources.

Managing Contributions

  • Establish funding directly with business bank account(s).
  • Upload files for simplified funding via EFT.
  • Set automated, scheduled contributions.
  • Utilize online contribution tools.

Personalized Service

  • Live one-on- one customer care with dedicated HSA plan specialists.
  • E-News to stay informed with product updates.
  • Online educational resources and guidance.
  • Featured partners with additional services for employees.

A Health Savings Account (HSA) is a savings product that offers a different way to pay for healthcare. HSAs enable participants to pay for current health expenses and save for future qualified medical and retiree health expenses on a tax-free basis.

Only those enrolled in a qualifying High Deductible Health Plan (HDHP) can take advantage of HSAs. The best part about an HSA is that the participant owns and controls the money in the HSA, without any third-party or health insurer telling them how to use it.

  • They can claim a tax deduction for post-tax contributions.
  • Contributions to the HSA made by an employer (including contributions made through a cafeteria plan) may be excluded from the participant’s gross income.
  • The contributions remain in the HSA from year to year until they are used.
  • The interest or other earnings on the assets in the HSA are tax free.
  • Distributions may be tax free if they are used to pay for qualified medical expenses.
  • An HSA is “portable” so it stays with the participant if they change employers or leave the workforce altogether.

For a definitive list of “qualified medical expenses”, please refer to the HSA Rules in IRS Publication 969 – available at http://www.irs.gov

HSA funds can pay for any “qualified medical expense”, even if the expense is not covered by the high deductible health insurance plan. For example, most health insurance does not cover the cost of over-the- counter medicines, but HSA plans can. HSA rules state that If the money from the HSA is used for qualified medical expenses, then the money spent is tax-free.

If the money is used for items other than qualified medical expenses, the expenditure will be taxed and, for individuals who are under age 65, subject to a 20% tax penalty.

According to HSA rules, any eligible individual can contribute to an HSA plan. For an employee’s HSA, the employee, the employee’s employer, or both may contribute to the employee’s HSA in the same year. For an HSA established by a self-employed (or unemployed) individual, the individual can contribute. Family members or any other person may also make contributions on behalf of an eligible individual.

An HSA is right for you if:

  • You have a high-deductible health plan with an annual deductible of at least $1,300 for individual coverage and $2,600 for family coverage.*
  • Your high-deductible health plan out-of- pocket limits do not exceed $6,550 for individual coverage or $13,100 for family coverage.
  • You are not covered by Medicare.
  • You don’t have another insurance plan such as a spouse’s Healthcare Flexible Spending Account or a Health Reimbursement Arrangement provided by your employer.
  • You cannot be claimed as a dependent on another person’s tax return.
  • * Figures are current for 2016 and 2017.