A Health Care FSA is a pre-tax spending account that can be set up through your employer that allows you to set aside pre-tax dollars to cover qualified healthcare expenses for you and your tax dependents.

A Limited Purpose Health Care FSA is a pre-tax spending account that can be set up through your employer that allows you to set aside pre-tax dollars to cover qualified expenses for you and your tax dependents when you are enrolled in a Health Savings Account (HSA).

A Dependent Care FSA is a pre-tax spending account that can be set up through your employer that allows you to set aside pre-tax dollars to cover qualified day care expenses incurred during your active enrollment period.

A Commuter Benefit Account can be used for eligible mass transit and parking services incurred during your active enrollment period.

An HSA is a tax-advantaged personal savings account that can be used to pay for medical, dental, vision and other qualified expenses now or later in life. To contribute to an HSA you must be enrolled in a qualified high-deductible health plan (HDHP) and your contributions are limited annually. The funds can even be invested, making it a great addition to your retirement portfolio.

An HRA is a plan set up by your employer to reimburse you for certain qualified expenses, according to your HRA plan design.

1. Money goes in tax-free. Most employers offer a payroll deduction through a Section 125 Cafeteria Plan, allowing you to make contributions to your HSA on a pre-tax basis. The contribution is deposited into your HSA prior to taxes being applied to your paycheck, making your savings immediate. You can also contribute to your HSA post-tax and recognize the same tax savings by claiming the deduction when filing your annual taxes.
2. Money comes out tax-free. Eligible healthcare purchases can be made tax-free when you use your HSA. Purchases can be made directly from your HSA account, either by using your benefits debit card, ACH, online bill-pay, or check – or, you can pay out-of-pocket and then reimburse yourself from your HSA.
3. Earn interest, tax-free. The interest on HSA funds grows on a tax-free basis. And, unlike most savings accounts, interest earned on an HSA is not considered taxable income when the funds are used for eligible medical expenses.

Along with your completed claim form (available at www.floreshr.com after logging in), you will need to include an itemized receipt from the provider or an Explanation of Benefits from insurance that includes date of service, description of service, patient name, and out-of-pocket responsibility.

An itemized receipt from the provider that includes the provider’s name and Tax ID, dates of service, description of service, dependent name, and the amount owed will need to be supplied along with your completed claim form.

To process your claim, we’ll need a completed claim form and receipts detailing the date of service, cost and a brief description of the service. Please note, if you are submitting a claim to reimburse for expenses incurred across multiple months, the amount requested will need to be itemized by month on separate claim lines, as the IRS sets monthly maximum reimbursement amounts for expenses.

Along with your completed claim form, available for online completion or download in our participant portal, most plans typically require an Explanation of Benefits from insurance that includes date of service, description of service, patient name, and out-of-pocket responsibility. Please consult your plan design for specific details.

Your Health Care FSA funds can be used for medically necessary medical, dental, vision, prescription, over-the-counter medications and supplies, as well as menstrual care items incurred during your active enrollment period.

When you enroll in a High Deductible Health Plan with an HSA, your eligibility to participate in a Health Care FSA will be impacted.

For a complete list of eligible expenses, visit: https://www.irs.gov/publications/p502.

A Limited Purpose Health Care FSA may only be used for eligible dental, vision, and in some cases, post deductible expenses you incur after you meet the IRS minimum deductible requirement. Vision exams, prescription glasses, dental exams, x-rays, crowns, and orthodontia are all eligible expenses.

Expenses must be incurred to allow you and your spouse, if married, to go to work. Examples of expenses you can be reimbursed for include preschool, before and after school care, and day camps. For a list of eligible expenses, visit the Documents section of our Resource Library. Overnight camps, kindergarten expenses, and date-night babysitter expenses are not eligible.

Tax dependents under the age of 13 or expenses for tax dependents over the age 13 who are mentally or physically incapable of self-care may be reimbursed.

You can be reimbursed for the following expenses when they are related to your commute to and from work:

Qualified Commuter Parking: Expenses incurred by an employee to park their car on or near the business premises of their company and / or expenses incurred by an employee to park their car on or near a location from which the employee commutes to work.

Commuter Transit: Expenses incurred for any pass, token, fare card, voucher or similar item entitling a person to transportation if such transportation is on mass transit or provided by any person in the business of transporting persons in a vehicle with a seating capacity of at least six adults (excluding the driver).

Commuter Vanpool: Travel between the employee’s residence and place of employment in a vehicle that has seating capacity of at least six adults and at least 80% of the mileage use of such vehicle is for the purpose of transporting employees to and from work.

Health plan co-pays, deductibles, co-insurance, vision, dental care, over-the-counter medications, certain medical supplies, and menstrual care items are covered. Services must be incurred after the date your HSA was first established in order to be eligible. The IRS provides specific guidance regarding eligible expenses. (See IRS Publication 502 https://www.irs.gov/publications/p502).

Expenses may vary by employer. For specifics on your plan, please refer to your HRA Summary Plan Description or contact your Human Resources department.

You may enroll, cease participation, or make any changes to contribution amounts when permitted by your employer.

A Limited Purpose Health Care FSA allows you to save more pre-tax dollars. When you enroll in a Limited Purpose Health Care FSA for your dental and vision expenses, you can save more dollars in your HSA for other expenses or to grow and invest your HSA balance.

Funds are available as soon as your plan year begins. You can be reimbursed up to your full annual election for the year as soon as the year begins. For example, if you contribute $50 by January 31st and have a $300 expense on February 1st, your Health Care FSA can cover the entire $300 owed, as long as you elected an annual election greater than the amount owed and your balance at the time of the service (your annual election minus any prior reimbursements) will cover the expense.

Funds are available as soon as your plan year begins. You can be reimbursed up to your full annual election for the year as soon as the year begins. For example, if you contribute $50 by January 31st and have a $300 expense on February 1st, your Limited Purpose Health Care FSA can cover the entire $300 owed, if you elected an annual election greater than the amount owed and your balance at the time of the service (your annual election minus any prior reimbursements) will cover the expense.

Yes, when you enroll in the Health Care FSA a Benefits Card will be mailed to your home mailing address. You can use your Benefits Card at the point of service to avoid out-of-pocket costs. Save itemized receipts for the purchases you make using the card in case you receive a request for debit card documentation. Cards will be valid for several years, so save your card when your balance is spent. It will be reloaded if you enroll the next year.

Yes, when you enroll in the Limited Purpose Health Care FSA a Benefits Card will be mailed to your home mailing address. You can use your Benefits Card at the point of service to avoid out-of-pocket costs. Save itemized receipts for the purchases you make using the card in case you receive a request for debit card documentation. Cards will be valid for several years, so save your card when your balance is spent. It will be reloaded if you enroll the next year. If you are also enrolled in an HSA through Flores HR, both HSA and Limited Purpose Health Care FSA funds will be available on the same card. Any charges made at a dental or vision provider will use funds from your Limited Purpose Health Care FSA account first. Once these funds are depleted, HSA funds will be automatically utilized.

You can order additional cards for eligible dependents after you log in to the FloresHR participant portal where you will manage your account.

There are multiple ways to submit your claim:

Electronically through floresHR.com

Electronically through the FloresHR mobile app

Mail to PO Box 1028, Allen Park, MI 48101

For claims received by Wednesday at 4 p.m. EST, you can expect reimbursement for eligible expenses to be issued that Friday; claims received after this time would be reimbursed the following week.

Update your email address or enroll in text alerts on the FloresHR participant portal to receive email or text updates on your claim.

Claims are processed daily. When you file a claim, we will reimburse you up to the amount you have contributed to date within 1-2 days of your approved claim submission. The remainder of your claim will be paid to you automatically each time you make a contribution to the account via payroll.

If you would like to have claim submissions reimbursed via direct deposit, you can set up direct deposit on the FloresHR participant portal. Direct deposit requires validation before reimbursements can be issued by deposit.

You can view balance information, your claims filing deadline, as well as the status of claims you have submitted on your participant account at www.floresHR.com or using the FloresHR mobile application, available for iPhone and Android.

You can view balance information, your claims filing deadline, as well as the status of claims you have submitted on your participant account at www.floresHR.com.

“Use-it-or-lose-it” applies to some plans that have not elected to implement a carryover or grace period provision. If this applies to your employer’s FSA plan, this means that funds must be used on qualified expenses incurred during the plan year that corresponds with your FSA election. Funds that are not claimed by your claims filing deadline are forfeited.

Your employer may have a feature in place to allow you to carryover unused funds to the next plan year. Check with your Human Resources department to determine the specific details on your plan.

Some employers offer a 75-day grace period into the next plan year for you to incur expenses that may be applied against your prior plan year balance. For example, if you are enrolled in the FSA with a plan year of 1/1/2025-12/31/2025 and you have a balance on 12/31/2025 of $50, you can apply claims for services you incur through 3/15/2026 against this balance. All claims for grace period services must be filed by the claims filing deadline for the prior year in order to apply.

In order to contribute, you must be enrolled in a qualified HDHP, not covered under a secondary health insurance plan, not enrolled in Medicare, and not another person’s dependent. There are no eligibility requirements to spend previously-contributed HSA funds.

In 2025, an HSA Qualified Health Plan is a health insurance plan with deductible amounts that are greater than $1,650 for individual or $3,300 for family coverage and have an out-of-pocket maximum that does not exceed $8,300 for individual or $16,600 for family coverage. In 2026, an HSA Qualified Health Plan is a health insurance plan with deductible amounts that are greater than $1,700 for individual or $3,400 for family coverage and have an out-of-pocket maximum that does not exceed $8,500 for individual or $17,600 for family coverage.

Payroll deduction is most likely offered by your employer. Your annual contribution will be divided into equal amounts and deducted from your payroll before taxes. Direct contributions can also be made from your personal checking account or by check and can be deducted on your personal income tax return.

Yes. You will not be subject to the change-in-status rules applicable to other benefit accounts. You will be able to make changes in your contributions by providing the applicable notice of change provided by your employer.

Contributions can be made by the eligible employee, their employer, or any other individual. In 2025, annual contributions from all sources may not exceed $4,300 for singles or $8,550 for families. In 2026, annual contributions from all sources may not exceed $4,400 for singles or $8,750 for families. Individuals aged 55 and over may make an additional $1,000 catch-up contributions. You may refer to IRS Publication 969 for more specific details pertaining to HSA contribution limits and eligibility rules.

No. HSA money is yours to keep. Unlike a flexible spending account (FSA), unused money in your HSA isn’t forfeited at the end of the year; it continues to grow, tax deferred.

Your HSA is similar to a checking account. You are responsible for ensuring the money is spent on qualified purchases only and maintaining records to withstand IRS scrutiny. Your HSA funds are loaded onto your Benefits Card for you to pay your provider directly or to purchase HSA-eligible items at the point of sale. If you pay for an eligible expense using some other form of payment, you have the option to reimburse yourself from your HSA balance by issuing a distribution via direct deposit or check. You can also issue a payment from your HSA to a provider using the online banking tools available at www.floresHR.com.

Contributions for the taxable year can be made in one or more payments at any time after the year has begun and prior to the individual’s deadline (without extensions) for filing the eligible individual’s federal income tax return for that year. For most taxpayers, the deadline is April 15 of the year following the year for which contributions are made.

Once you discontinue coverage and/ or get secondary health insurance coverage that disqualifies you from an HSA, you can no longer make contributions to your HSA. However, since you own the HSA, you can continue to use the remaining funds for future healthcare expenses.

Yes. If you withdraw the money for an unqualified expense prior to age 65, you’ll be subject to your ordinary income tax, in addition to 20% tax penalty. You can withdraw the money for any reason without penalty after age 65, but these distributions are subject to applicable income taxes.

Yes. Pre-existing HSA funds or MSA monies may be rolled into an HSA and will continue their tax-free status. Transfer your funds by completing the Transfer form available on your HSA portal at www.floresHR.com. Depending on your prior HSA custodian’s processing time, it may take four to six weeks before your funds are available in your HSA.

Yes. Once your HSA cash account balance reaches the minimum amount required by the custodian, you can transfer funds to an HSA investment account. You can choose from a selection of mutual funds and set up an allocation model for future transfers like you would for a 401k plan.

Yes. You can transfer money between your HSA cash and HSA investment account at any time.

You, or your spouse if married, cannot contribute to a traditional Health Care FSA and an HSA at the same time. If available through your employer, you can elect to participate in a Limited Purpose Health Care FSA for dental and vision (and in some cases post deductible) expenses only.

Yes, as long as your Health Care FSA balance is $0.00 by the last day of your plan year. If you have a balance in your account on the last day of your plan year, you must wait until the first day of the month following the end of your grace period to contribute to an HSA.

A 45-day window is allowed for the first payment of your COBRA continuation period. After that, payments are due on the first day of the coverage period. For example, for the 5/1-5/31 coverage period the COBRA payment is due on 5/1. You will have 30 days from the due date to make the payment. If payment is not received within the 30-day grace period, coverage must be cancelled by law.

You can view your COBRA activity, including your payment status, in the FloresHR Participant portal. After logging in, you can make a payment and view activity including your payment history.

It can take up to 10 business days after you make a payment for COBRA for your coverage to appear as active with your insurance company. Coverage will be reinstated retroactively. Providers may resubmit claims for services incurred during the waiting period.

Yes, you may elect to continue each plan separately. If you wish to continue only one plan, select only the plan you wish to continue on your election form. You can also make your election by logging in directly to our COBRA participant portal at www.floreshr.com.

You will only be billed for the plans you select and coverage will only be extended on the plans for which you elect and make timely payments. Please note that if your employer offers bundled plans, you may not be able to separate health and dental coverage.

FloresHR is your COBRA billing administrator. Please contact your insurance company directly for a copy of your insurance card or for questions about your coverage.

The plan is a continuation of the same coverage you had while actively employed. Please contact your insurance company directly for coverage details or to request a Summary Plan Description (SPD).

If your spouse or other dependent was covered on the plan during your active employment, you may drop to an individual policy for them due to individual enrollment rights. You would be billed at the Individual coverage rate on your COBRA Election Form.

COBRA cannot be extended without a qualifying second event, such as a disability extension. Please visit the Healthcare Exchange at www.healthcare.gov to compare different independent insurance policies in your area.

The rate you pay for COBRA may increase if the rate of the plan(s) you elected under COBRA increase. This usually happens annually during plan renewal (Open Enrollment).

Log in to your Flores participant portal at www.floreshr.com to access these payment methods:

– Set up a recurring auto-draft upon login to your account at www.floreshr.com.

– Make a one-time payment by credit or debit card ($25 fee).

– Pay by check or bill-pay. Please refer to details listed on your payment coupons you will receive by mail.

If payment was not made within the 30-day grace period, we cannot accept it by law. You can research alternative coverage options on the Healthcare Exchange at https://www.healthcare.gov.

COBRA Qualifying Event Notices are sent when you experience loss of employer-provided insurance coverage due to certain qualifying events. COBRA allows you the option to extend your coverage under the eligible policies you were enrolled in with the employer at an unsubsidized rate.

No, however we recommend saving the notice for your records.

Employers who are subject to COBRA are required by law to notify individuals of their COBRA rights when an individual newly enrolls in a COBRA-eligible plan sponsored by your employer. It is likely you received the notice because you recently enrolled in a COBRA-eligible plan with your employer. You do not need to take any action regarding the notice. We recommend saving a copy of the notice with your employment records.

If you have experienced a loss of coverage due to a Qualifying Event, you will receive a Qualifying Event Notice letter. To elect COBRA coverage, you may submit your election upon login to your participant account at www.floresHR.com, or you can return the COBRA Election Form included in the notice by mail.

You may request cancellation of coverage by sending written notice to Flores, or you may also cancel your coverage due to non-payment of premiums at no penalty.

COBRA coverage is a true continuation of the same coverage you had while actively employed. Flores is your COBRA billing administrator only. Please contact your insurance company directly for a copy of your insurance card or for questions about your coverage.

The IRS requires that all FSA and HRA expenses be verified to ensure they are eligible medical expenses. Even if you use a benefits payment card, not all transactions can be automatically substantiated. When that happens, you’ll need to provide documentation—like an itemized receipt or Explanation of Benefits (EOB)—to confirm:

• What service or item was purchased
• The date of the service
• The amount paid
• Who the provider was
• Who the participant and/or patient was

Providing documentation helps keep your account in compliance with IRS rules and prevents your card from being suspended due to unverified transactions.

Your documentation may not have been accepted because it didn’t meet the requirements set by the IRS or was not readable. Common reasons include:

• Missing required details: Documentation must clearly show the date of service, provider name, description of the service or item, and the amount paid.
• Service not yet provided: For Dependent Care, FSA, and HRA accounts, expenses must be for services that have already occurred, not for future dates.
• Ineligible expense: The item or service may not qualify as an eligible expense under IRS guidelines.
• Not itemized: A document that only shows a total amount without a breakdown of services may be denied.
• Not legible: If the uploaded document was blurry, cut off, too dark, or otherwise hard to read, it cannot be accepted.

Tip: Be sure your documentation is clear, easy to read, and includes all required information.

To resolve the issue, please resubmit documentation that meets these criteria, or contact us for assistance if you’re unsure what’s needed.