125 POP - FSA - HRA - HSA ADMINISTRATION
Section 125 - Premium Only Plan (POP)

The Premium Only Plan is a tax savings
plan for groups where employees share
in the cost of benefits through payroll deduction.

Employees save $25 to $40 on every $100 they contribute through payroll deduction.  Qualified contributions include an employees share of employer-sponsored health, dental, disability, accident and group-term life insurance.  An employee's share of contributions to a Health Savings Account (HSA) will also qualify for tax savings when paid through payroll deduction.

The Premium Only Plan saves you, the employer taxes too!  You will save approximately 8% (the FICA payroll tax match) on every bdollar employees contribute through payroll deduction.
Flexible Spending Account (FSA)

The Flexible Spending Account allows employees to set aside a portion of their paychecks (before taxes) into an account to budget for (approved) expenses not covered by another health plan.  The Participant can use ht e account to pay for over-the-counter medicines, co-pays at the doctor or pharmacy, chiropractic care, eyeglasses, contacts, LASIK, orthodontics, and more.

Health Reimbursement Arrangement (HRA)

Health Reimbursement Arrangements are funded with employer dollars to pay expenses not covered by another health plan.  An employer can opt for it's HRA to pay some or all of the health plan expenses allowed by the IRS.  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 can not take their HRA funds to a new employer.

Health Savings Account (HSA)

A Health Savings Account allows employees to set aside a portion of their paychecks (before taxes) into an "IRA-Like" custodial account to save for future or pay expenses not covered by another health plan.  Employers may also contribute to employees' HSA's.  To qualify for an HSA, the employee must also be covered by an IRS qualified high-deductible health plan.  Unlike FSA's, unused fund can be carried forward to the future and/or invested.  HSA's are also portable and can be taken to a new employer or used at retirement.  An HSA can also be coupled with a "limited" FSA that pays for vision, dental, or preventative care expenses that are not covered by another plan.