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As our health insurance costs continue to skyrocket, there has been a trend of cost sharing amongst employers and employees. Many employers are adopting alternative plan designs that focus more out of pocket responsibility to employees. Typical plan design changes include increasing co-payments, adopting deductibles, or elimination of certain benefits

To help reduce the effect of these changes, Employers have the ability to provide employees with programs that soften the blow of each increased cost. Employers can sponsor tax advantage programs such as Section 125 Premium only Plans, Flexible Spending Accounts, Health Reimbursement Arrangements, and Health Savings Accounts.

These funding arrangements offer a variety of benefits to both the employee and the employer. With Section 125 plans and Flexible Spending Accounts, for every dollar that is set aside pre-tax employers do not pay FICA taxes. Depending upon the participation, administrative cost for these programs can be eliminated.

The first step to sponsoring a plan is understanding the various plan designs and how they interact with your existing employee benefits.

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Who is CareFlex? Tools of Today Sponsoring a Plan A Special Message to the CFO Account Management Retirement Health Arrangements Wellness Incentives Reporting Capabilities Request a Proposal Privacy Policy	Tools of Today As our health insurance costs continue to skyrocket, there has been a trend of cost sharing amongst employers and employees. Many employers are adopting alternative plan designs that focus more out of pocket responsibility to employees. Typical plan design changes include increasing co-payments, adopting deductibles, or elimination of certain benefits To help reduce the effect of these changes, Employers have the ability to provide employees with programs that soften the blow of each increased cost. Employers can sponsor tax advantage programs such as Section 125 Premium only Plans, Flexible Spending Accounts, Health Reimbursement Arrangements, and Health Savings Accounts. These funding arrangements offer a variety of benefits to both the employee and the employer. With Section 125 plans and Flexible Spending Accounts, for every dollar that is set aside pre-tax employers do not pay FICA taxes. Depending upon the participation, administrative cost for these programs can be eliminated. The first step to sponsoring a plan is understanding the various plan designs and how they interact with your existing employee benefits.


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