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Stay informed about the latest updates on VEBA benefits and administrative processes. Explore changes including the redesigned website, user-friendly updates, and new forms such as the Investment Allocation Change Form and enrollment kits. Learn about critical administrative reminders regarding effective dates, contribution remittances, and the coordination of HSAs and HRAs. Get insights on employee contributions, early retirement incentives, sick leave cash-out policies, and W-2 reporting requirements. Essential info for maintaining compliant and effective benefits administration.
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Today’s Topics • What’s new? • Administrative reminders • VSG client consultant territories • What are other CTC groups doing? • HRAs and HSAs • Systematic premium reimbursements • Health care reform
Website Redesign veba.org
Updated Forms • Updated look and feel • More user-friendly • Reorganized content • New Investment Allocation Change Form • Updated Enrollment Kit coming soon
Administrative Reminders • Participant effective dates • Specify on Enrollment Forms • Default effective date is that date upon which both an Enrollment Form and contribution have been received • Contribution remittance • Send contribution data reports timely • The lockbox is for paper checks only • Send contribution data reports to Meritain Health • Contribution data reports to the lockbox causes delays and added cost to the Trust
What are other CTC groups doing? • Early retirement incentives (ERIs) • Mandatory employee contributions • Sick leave cash out at retirement • Vacation, personal, other leave cash outs
Coordination With HSAs Can you have an HSA and an HRA? • Contributions can be made to both, but • To become eligible to make (or receive) contributions to an HSA, you must elect limited purpose VEBA Plan coverage • Only certain dental, vision, and orthodontia expenses may be reimbursed while coverage is limited • Can file claims to either; no ordering rules • YES!
HSA Eligibility • An individual can make (or receive) contributions to an HSA if they • Have coverage under an HSA-qualified HDHP • Have no other first-dollar, non-HDHP medical coverage (through self or spouse) • Are not enrolled in Medicare • Cannot be claimed as a dependent on someone else’s tax return
HSA Eligibility First-dollar coverage HSA-qualified HDHP a health plan that meets the statutory requirements for annual deductibles and out-of-pocket expenses • provides benefits before an employee meets their deductible • (e.g. coverage under a spouse’s health plan, general plan, general purpose FSA or HRA coverage, etc.) • Preventive care is OK NOTE: HSA contributions must stop once an employee is enrolled in Medicare; the employee will keep the money in their HSA for future use.
Systematic Premium Reimbursement PEBB retiree medical • Systematic Premium Reimbursement Form available online at veba.org • Provides reimbursement to participants for qualified premiums only • No direct payments to insurance companies or providers
Healthcare Reform W-2 Reporting for HRAs not required • Do not report contributions or value of coverage on Form W-2 • Value of health reimbursement arrangement (HRA) coverage exempt from Form W-2 reporting until further notice • IRS Notices 2011-28 and 2012-9 PCOR Fee • New fee under healthcare reform • $1 per participant per year for current plan year; will go to $2 next year • Funds go to Patient-Centered Outcomes Research Institute
Pop Quiz • Can an employee have an HSA and then have their sick leave cash out go to VEBA when they retire? 1 • Can VEBA pay HCA directly for PEBB retiree medical premiums? 2 • Is W-2 reporting required for contributions to VEBA? 3
