Flexible spending accounts allow employees the opportunity to pay for qualified out-of-pocket health care expenses and work-related day care expenses with tax-free dollars. Employees submit claims for eligible expenses incurred throughout the year and are reimbursed from their PayFlex account(s), up to the amount of the employee’s annual election.
Medical reimbursement accounts used to reimburse participants for a variety of eligible unreimbursed medically related expenses incurred by the employee, his/her spouse, and eligible dependents including, but not limited to: deductibles, copays, co-insurance amounts, eye exams, eyeglasses and contact lenses, lasik surgery, orthodontia, and many other IRS-qualifying health care expenses not paid by health and/or dental insurance. Insurance premiums (including private insurance premiums) are not eligible expenses under a PayFlex flexible spending account, as the College’s group health and dental premiums are pre-taxed under the College’s Flexible Compensation Plan.
All PayFlex medical spending account participants receive a HealthHub (PayFlex) Debit Card which is a debit MasterCard that can be used like cash to pay for eligible expenses such as prescription drugs (including mail order), office visit copays, medical providers and facilities, eyeglasses and contact lenses. When you use the HealthHub (PayFlex) Debit Card, the money comes right out of your Payflex medical account, not your pocket, improving your cash flow.
IMPORTANT: Participants must comply with IRS guidelines by using the card ONLY for qualifying expenses and be prepared to provide PayFlex with appropriate documentation to substantiate expenses upon request. Participants have the option of submitting traditional paper claims to PayFlex.
Dependent care accounts used to reimburse participants who pay for dependent care expenses that are necessary in order for the employee to work, or if married, the care must be necessary because the employee’s spouse also works or is a full-time student. Qualifying dependents are children age 12 or younger for which the employee is entitled to a dependency exemption, or the employee’s spouse (or dependent) who is physically or mentally incapable of self-care. There is a $5,000 annual limit per family for dependent care expenses.
IMPORTANT POINTS TO REMEMBER:
- According to IRS regulations, PayFlex accumulations not used during the Plan Year are forfeited by the employee under the "use it or lose it" rule. Under the newly adopted "Grace Period," participants have an additional 2 months and 15 days (March 15) following the end of each plan year to incur eligible medical, dental, vision and hearing expenses and help avoid forfeiture of unused contributions.
Note: Grace Period does NOT apply to Dependent Care accounts.
- Employees may start, stop, or change their annual PayFlex election once per year during open enrollment at the beginning of the College's PayFlex Plan Year (January 1-December 31.)
- Mid-year election changes are allowed only if the employee (or his/her spouse or dependent child) experiences an IRS-qualifying "life event" such as marriage, birth of a child, divorce, death of spouse or dependent, or change in employment status of employee or spouse. It is the employee's responsibility to contact Human Resources within 30 days from the date of the event, and the request must be consistent with the "life event" that has taken place.
PayFlex Customer Service 1-800-284-4885
PayFlex Claim Form
PayFlex Plan Summary
PayFlex Grace Period FAQ's
HR Contact: Julie Nohrenberg, 402-457-2232, or Karla Stoltenberg, 402-457-2235