|
Employees save
25% to 40%
Enrollment System
Consumer-directed health accounts
Annual plan limits
Child dependent
care accounts
Elder care & adult daycare accounts
Adoption assistance accounts
Commuter benefit accounts
Premium Only Plans
Advantages to Employers
Administrative Tools
|
With take care, there's three ways you can choose to help employees save 25% to 40% on expenses your health plan doesn't cover.
 |
Health Reimbursement Arrangements are funded with employer dollars to pay expenses not covered by another health plan. An employer can opt for its HRA to pay some or all of the health expenses allowed by the IRS. For example, an HRA could pay all eligible medical expenses, including premiums for health and long-term care insurance; or the HRA could be limited to cover only dental or vision expenses. Although an HRA can have an option to carry forward unused funds to the future or for retirement, an employee cannot take their HRA funds to a new employer. |
|
|
Flexible Spending Accounts allow employees to set aside a portion of their paychecks (before taxes) into an account to budget for expenses not covered by another health plan. The participant can use the account to pay for over-the-counter medicines, co-pays at the doctor or pharmacy,
chiropractic care, eyeglasses, contacts, LASIK, orthodontics,
and more. |
|
|
Health Savings Accounts. Many employers are turning to High-Deductible Health Plans (HDHP) with an accompanying Health Savings Account (HSA) to provide an affordable alternative to more traditional health plans. The HSA allows employees, and employers, to deposit pre-tax dollars into an employee-owned account to pay for out-of-pocket healthcare expenses. The HSA has no "use-it or lose-it" rules, so HSA funds can be saved to pay future qualified medical expenses. Money in an HSA earns tax free interest and income. And, an HSA belongs to the employee and is portable if they change jobs. |
|
