Direct Deposit sends claim reimbursement payments directly to your personal bank account. Direct deposit
notification statements will be emailed to you with the details of the reimbursement. If you provide incorrect
information and corrective transactions are required, your account may be charged a $25 processing fee. Di-
rect deposit transactions are not subject to the typically imposed $30 check minimum.
Things to Consider Upon Enrollment:
Your FSA account refers to the combined health care and dependent care components.
By enrolling in the FSA program, you agree to have your compensation reduced by the amount elected.
Your election applies to this Plan year only. To continue in the Plan, you must re-enroll each year.
Annual health care elections are available for reimbursement in full on the first day of the Plan year.
Dependent care elections are available for reimbursement based on current balance.
FSA accounts are tracked separately and cannot be combined. These elections are in addition to any pre-
miums you pay on a pre-tax basis for employer sponsored health insurance.
The dependent care account pays for daycare services needed for a qualifying dependent while you work.
A qualifying dependent is a child under age 13 who is claimed as a dependent on your federal income tax
return (special rules apply for divorced parents), a disabled spouse, and any other dependent on your tax
return who resides in your home and is physically or mentally disabled.
You may file claims for reimbursement from your FSA accounts for qualified expenses incurred during the
Plan year and after becoming a participant. Depending on the provisions in your Plan, some or all of the
funds remaining in your FSA account after the end of the Plan’s run-out period may be forfeited.
You will pay the Employer for any tax liability or penalties it incurs if you are reimbursed for an expense
that is not a qualified expense, unless you repay the amount or off-set that amount with additional eligible
claims within the same Plan year.
You cannot change the amount of your FSA contributions or pre-tax health insurance premiums, unless
you have a qualifying “life change” event as defined in the Plan and satisfy any other conditions for
changes contained in the Plan and tax law.
Your FSA contributions will terminate when your employment terminates. You must check with your Em-
ployer to determine if you can elect to continue your health care contributions on an after-tax basis, as
allowed under COBRA.
Your employer may change the amount of your FSA elections if necessary to satisfy tax law requirements.
You understand that you must provide acceptable documentation for every claim you submit, including
Health Spending Card purchases upon request.
You will keep copies of all documents submitted to Lifetime Benefit Solutions for your own personal re-
cords; Lifetime Benefit Solutions is not responsible for retaining copies of your receipts beyond the current
Flexible Spending Accounts and Health Reimbursement Accounts are subject to Federal Law which gen-
erally supersedes state law.
Only spouses and dependents for Federal Tax purposes are eligible for tax-free Flexible Spending Ac-
counts and Health Reimbursement Accounts benefits.
Flexible Spending Account