Welcome to your open enrollment

A Cafeteria Plan is a valuable benefit that allows you to pre-tax, (exclude from W-2 wages), eligible benefits such as; health, dental or vision insurance premium plans, as well as Flexible Spending Accounts “FSA” dependent care expenses, and out-of-pocket FSA medical expenses.

Complete the attached election form and return to Human Resources by the above deadline.

As you make your Cafeteria Plan selections, when you elect a qualifying benefit/insurance, your benefit will auto select the Cafeteria Plan and your eligible insurance premiums will be deducted on a before tax basis.  This lowers your W-2 reported wages by the amount of the premium(s) and gives you an increase in spendable income.

Once the Plan Year begins you will not be allowed to make any changes to your election unless you have had a qualifying Status Change event, as election under a Cafeteria Plan are irrevocable for the Plan Year, unless you qualify for a Status Change.

News regarding your Flexible Spending Account options.

Congress passed the CARES ACT (COVID-3 Stimulus Bill), which included language to permanently reinstate coverage for over-the-counter drugs for FSAs and HSAs, without the need for a prescription.  That’s right?   OTC with medicine, (previously removed by the Obama Care) is back.  And with an added bonus.  They also included menstrual care products to the list of eligible items.  Check out our OTC list, on the left side of this postcard.

To be reimbursed, provide the cash register receipt that lists the products purchased.  It  should list the purchased product name, and may have an FSA code beside it.   The CARES ACT allows expense for 2020 back to January 1, 2020.  So be sure to count your OTC drug/item cost in for your Unreimbursed Medical FSA for 2021 Open Enrollment choices.

Note: OTC items in smaller drug stores/pharmacies will not have the item listed on the receipt.  As sometimes it just says OTC.  Therefore, you would have to attach to box top with price showing, and name of product, to identify the item for reimbursement.

FLEXIBLE SPENDING ACCOUNTS “FSA”            FSAs are voluntary choice option.

Dependent Care Expenses
If you have qualified dependents that require care while you and/or your spouse work, participation in this account will save you valuable tax dollars. Expenses include day care, after school care, nursery school, pre-school and summer day camp.

• The deduction of Dependent Care offers each employee a tremendous tax savings. If you currently have these expenses, it may be to your benefit to take advantage of the plan. All requests for reimbursement are processed the same day they are received by SABC, (based on funds availability). Simply determine the election amount for the above Plan Year, for your Flexible Spending selection.
• Elections cannot exceed the annual maximum for Dependent Care of $5,000 (filing a single or joint return) and $2,500 (married filing a separate return).
• Just select the Dependent Care FSA option in the Open Enrollment and identify the Care cost you will incur for the Plan Year.  Care may include registration fees.

UNREIMBURSED MEDICAL EXPENSES (URM)

If you, your spouse or qualifying dependent(s) have medical expenses, which you have to pay out of pocket such as; medical deductibles, co-insurance, co-pays, prescription drugs, dental expenses or eye care expenses, you will save valuable tax dollars by participating in this spending account. Our plan has the following features:

• FSA Unreimbursed Medical maximum, $2,750 Plan Year. (no change for 2021 Plan Year).
• Based on the IRSs, definition of a dependent for Dependent Care and Dependent Adult “to” age 27 for Unreimbursed Medical).
• Should you have Unreimbursed Medical funds remaining at the end of the Plan Year, your Plan offers a Grace Period. This is a 2 ½ month extension to incur medical expenses, which ends on March 15th, of each year, extending your benefit period. The extension is not eligible for employs who terminate.
• Follow the close of the Grace Period, your plan offers a sixty (60) day run-out period, to request reimbursement for qualified expenses incurred during the benefit period.
• If I participate in the FSA Unreimbursed Medical and I terminate, how is my Plan treated?    If  you participate in the FSA Unreimbursed Medical and terminate,  your benefit will terminate.  You must incur expenses within your  benefit period, (prior to termination), to be eligible to claim it.  However, if you have a positive balance at the point of termination in your FSA Medical, you may extend the option to participate in FSA Medical on a self-pay basis, as allowed by COBRA.   If you choose not to, or if  you have a negative balance in your  FSA Medical Plan, (meaning you have been paid more money then you have contributed to the Plan, then you would not be eligible for COBRA.  Your benefit will terminate as of the date of termination.  You may only be reimbursed for any FSA Medical, incurred during the period of your employment, up to your term date.  You will be giving sixty (60) days to incur any remaining funds in your FSA Plan after date of termination, unless you extend it as offered with COBRA.

If you sign up for FSAs,  make sure you provide SABC with your ACH Direct Deposit information.

Cafeteria Plan elections are irrevocable for the Plan Year. Once you have made your selection, you must have a qualifying Status Change in order to change your benefit, once the Plan has started.   Status Changes due to COVID19 are allowed.