Employees, except permanent intermittent (PI) employees, who are currently enrolled in the Cash Option will be automatically reenrolled into the Cash Option for the next FlexElect Plan Year. Therefore, these employees are not required to complete a Cash Option Enrollment Authorization (STD. C) during the annual FlexElect Open Enrollment Period unless they wish to cancel or change their Cash Option enrollment. PI employees are required to reenroll (complete a new STD. C) for each year they wish to receive the Cash Option.
Under the Internal Revenue Code (IRC) governing the FlexElect Program, employees who complete a form to enroll in FlexElect during the annual FlexElect Open Enrollment
Period have until December of the buy bulk sms service same year, to cancel or change their FlexElect Open Enrollment elections (for the next plan year). This rule also applies to employees who are automatically reenrolled in the Cash Option. Accordingly, if employees wish to cancel or change their automatic Cash Option reenrollment after the open enrollment period, they may do so no later than December (prior to the new plan year).
Employees who are not enrolled in the Cash Option and wish to enroll for the next FlexElect Plan Year, must complete a STD. C during the current FlexElect Open Enrollment Period.
Once enrolled in the Dental Cash Option, the employee is obligated to stay in the Dental Cash for three plan years. After completion of the three plan year commitment, employees may enroll in a State dental plan during the next open enrollment period. The Personnel Office should take steps to monitor the three-year commitment and ensure compliance when employees request cash option enrollment/changes during or after the open enrollment period.
Exception to the three-year commitment: If employees lose their other dental coverage, they have days (after the loss of coverage) to cancel the dental cash and reenroll into a State-sponsored dental plan. If this action is not requested within the -day period, employees must wait until the next open enrollment period to cancel the cash and reenroll into a dental plan.
Medical Reimbursement Account (MRA)
Employees may authorize a monthly deduction to be placed into a MRA to reimburse themselves for eligible medical expenses. The deduction is taken from the employees' paychecks before federal, state, and social security taxes are assessed. The minimum contribution into the account is $ per month; the annual maximum is $, per year. (Over a -month period, the monthly maximum is $) Employees who enroll mid-year can still contribute the annual maximum. In this situation, the monthly maximum deduction would not be limited to $ Employees may not request reimbursement from this account to pay for any out-of-pocket premium costs for their medical and/or dental insurance. Employees may reference the FlexElect Program handbook which provides a partial list of expenses that are payable under the State's FlexElect MRA.
Dependent Care Reimbursement Account (DCRA)
Employees may authorize a monthly deduction to be placed into a DCRA to reimburse themselves for expenses for eligible child care, elder care, and care for a disabled dependent. The deduction is taken from the employees' paychecks before federal, state, and social security taxes are assessed. The minimum contribution into the account is $ per month; the annual maximum is $, per year (per household) or $, for married, filing a separate income tax return. (Over a -month period, the monthly maximum is $) Employees who enroll mid-year can still contribute the annual maximum. In this situation, the monthly maximum deduction would not be limited to $ In any case, the annual contribution cannot exceed the lesser of (a) the applicable maximum amount, or (b) the employee's annual earned income, or (c) the annual earned income of the employee's spouse. If employees need help determining whether their expenses qualify for reimbursement, check IRS Publication
Once enrolled in the Dental Cash Option, the employee is obligated to stay in the Dental Cash for three plan years. After completion of the three plan year commitment, employees may enroll in a State dental plan during the next open enrollment period. The Personnel Office should take steps to monitor the three-year commitment and ensure compliance when employees request cash option enrollment/changes during or after the open enrollment period.
Exception to the three-year commitment: If employees lose their other dental coverage, they have days (after the loss of coverage) to cancel the dental cash and reenroll into a State-sponsored dental plan. If this action is not requested within the -day period, employees must wait until the next open enrollment period to cancel the cash and reenroll into a dental plan.
Medical Reimbursement Account (MRA)
Employees may authorize a monthly deduction to be placed into a MRA to reimburse themselves for eligible medical expenses. The deduction is taken from the employees' paychecks before federal, state, and social security taxes are assessed. The minimum contribution into the account is $ per month; the annual maximum is $, per year. (Over a -month period, the monthly maximum is $) Employees who enroll mid-year can still contribute the annual maximum. In this situation, the monthly maximum deduction would not be limited to $ Employees may not request reimbursement from this account to pay for any out-of-pocket premium costs for their medical and/or dental insurance. Employees may reference the FlexElect Program handbook which provides a partial list of expenses that are payable under the State's FlexElect MRA.
Dependent Care Reimbursement Account (DCRA)
Employees may authorize a monthly deduction to be placed into a DCRA to reimburse themselves for expenses for eligible child care, elder care, and care for a disabled dependent. The deduction is taken from the employees' paychecks before federal, state, and social security taxes are assessed. The minimum contribution into the account is $ per month; the annual maximum is $, per year (per household) or $, for married, filing a separate income tax return. (Over a -month period, the monthly maximum is $) Employees who enroll mid-year can still contribute the annual maximum. In this situation, the monthly maximum deduction would not be limited to $ In any case, the annual contribution cannot exceed the lesser of (a) the applicable maximum amount, or (b) the employee's annual earned income, or (c) the annual earned income of the employee's spouse. If employees need help determining whether their expenses qualify for reimbursement, check IRS Publication
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