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Health Savings Accounts: Legislative and Compliance Updates, Contribution Limits, Eligibility, "Aging Out" and More - On-Demand

Health Savings Accounts: Legislative and Compliance Updates, Contribution Limits, Eligibility, "Aging Out" and More - On-Demand

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Health Savings Accounts: Legislative and Compliance Updates, Contribution Limits, Eligibility, "Aging Out" and More - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to keep your company’s health savings accounts in compliance with the tax code, ERISA and possible new legislation.

Health savings accounts (HSAs) are a popular plan design option for reining in health coverage costs while giving employees a tax-free way to finance upcoming medical expenses. But the HSA rules are complicated, and employers continue to wrestle with issues such as the requirements for a “high-deductible health plan” (HDHP) and what happens to HSAs when employees or their dependents become eligible for Medicare.

Legislative changes to HSAs also may be on the way, as lawmakers seek to address common complaints about current HSA limitations. The House of Representatives has passed two bills to expand the use of HSAs. The Restoring Access to Medication and Modernizing Health Savings Accounts of 2018 (HR 6199) passed by a vote of 277-142, and the Increasing Access to Lower Premium Plans and Expanding Health Savings Accounts Act of 2018 (HR 6311) passed 272-146. Each includes a number of provisions offering greater latitude for HSA contributions and distributions in various circumstances.

An HSA is a custodial account established exclusively to pay qualified health expenses of the account beneficiary (and family members) who, for the months for which contributions are made to an HSA, must be covered under an HDHP. It’s important for HR to keep up with the changes that the proposed legislation would include so organizations are aware of the potential costs and savings.

Use this on-demand webinar that will explain the practical impact the latest legislative developments could have on the HSA front, along with the effect of recent guidance from the Internal Revenue Service (IRS). Our presenters, skilled employee benefits attorneys Callan Carter and Gisue Mehdi, will also cover how to get the most out of this tax-favorable vehicle while staying in compliance with applicable federal law.

You’ll learn:

  • How HR 6199 would impact:
    • first-dollar, pre-deductible coverage for high-value, non-preventive services 
    • HDHPs and HSA pairings with direct primary care arrangements
    • conversions of FSA and HRA balances
    • free or subsidized care to HDHP beneficiaries at onsite health clinics, and more
  • How HR 6311 would affect: 
    • individuals who are HSA-eligible and eligible to enroll in Medicare Part A
    • annual HSA contribution limits
    • catch-up contributions
    • tax-free distributions for health expenses incurred before an HSA is established, and more 
  • Implications of offering HSAs, and how they affect your ERISA compliance obligations
  • Who may contribute to an HSA, and whether the employer must make contributions
  • Maximum HSA contribution limits for 2019
  • Whether and how Medicare or VA eligibility affect HSA eligibility
  • How to get a handle on the issue of “aging out” and Medicare for purposes of determining HSA contribution ineligibility
  • “Comparability” requirements for employer contributions and corresponding tax implications
  • What to do if your company over-contributes to an employee’s HSA 
  • Recent IRS guidance on the types of “preventive care” an HDHP may cover on a first-dollar basis
  • What to do if you have an employee signing up for Medicare who will need to drop his or her HSA benefit—is a mid-year FSA sign-up permitted? 


About Your Presenter:

Gisue Mehdi, Esq.
Trucker Huss

Gisue Mehdi, an associate at Trucker Huss, concentrates her practice in the areas of health and welfare plans and qualified retirement plans. She focuses her practice primarily on helping employers comply with the various Federal and state laws applicable to health and welfare plans, such as the Patient Protection and Affordable Care Act (ACA), ERISA, the Internal Revenue Code (IRC), the Public Health Service Act, HIPAA, COBRA, FMLA and Medicare. As part of her practice, she assists clients with drafting plan and trust documents, amendments, and SPDs; analyzing employee-benefit issues relating to all aspects of plan design and funding; analyzing plan administrative, fiduciary and tax issues, including benefit claims and appeals, and income and payroll tax reporting, prohibited transactions, and the complex application of non-discrimination rules; and reviewing service provider agreements.

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