January 2006
      
 

Implementing an HSA with an Exis-ting FSA Requires Careful Planning

With regulatory guidance on the books and multiple product offerings available, more employers are considering adding a high deductible health plan/health savings account (HDHP/HSA) to their health benefits options. However, for employers that already offer a Section 125 health care flexible spending account (FSA) to employees, HSA implementation requires additional advance planning. The reason being employees who contribute to a health care FSA cannot also participate in an HSA.
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COBRA Continuation Rules Apply to Health Reimbursement Arrangements

For years, employers have counter-ed rising health care costs with increased employee cost sharing and a variety of managed care techniq-ues. More recently, “consumer-dire-cted” health care plan designs have been introduced as a way to addr-ess rising costs. Though consumer-directed plans come in many designs, a key element typically is a health reimbursement arrangement (HRA).
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Considering a Dental Plan? Comparing Key Features Critical to Making the Right Choice

Dental insurance frequently is cited as among the types of benefits most sought after by employees. With relatively low and predictable premiums, dental insurance is an excellent choice for a company looking to add to its benefits offerings.
Whether the employer contributes to the cost of coverage or offers it on an employee-pay-all basis, comparison shopping among carriers will help guarantee selection of a plan that is both appropriate for the workforce's needs, and a good value. The following are among the considerations to keep in mind when comparing dental insurance plans...
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