{"id":369,"date":"2019-05-29T08:05:47","date_gmt":"2019-05-29T08:05:47","guid":{"rendered":"http:\/\/cdhp.sourceitmarketing.com\/wordpress\/?p=369"},"modified":"2019-05-29T08:05:47","modified_gmt":"2019-05-29T08:05:47","slug":"its-tricky-fsas-carryover-cobra","status":"publish","type":"post","link":"https:\/\/www.flexiblebenefit.com\/cdhp\/its-tricky-fsas-carryover-cobra\/","title":{"rendered":"It\u2019s Tricky: FSAs + Carryover + COBRA"},"content":{"rendered":"<p>\n        Two things happened in 1986. Run-D.M.C released their hit song, \u201cIt\u2019s Tricky,\u201d and COBRA became effective.<br \/>\n        Thirty-two years later, Run-D.M.C.\u2019s music is still popular, and COBRA administration is still tricky\u2014especially<br \/>\n        when it comes to Flexible Spending Account (FSAs). Add FSA carryover to the mix, and it gets even trickier.\n    <\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        COBRA only applies to FSAs which are said to be <strong>underspent<\/strong>.* This means that the amount<br \/>\n        available for reimbursement for the remainder of the plan year exceeds the COBRA premium for that same time<br \/>\n        period. Figuring out if the FSA is underspent involves a bit of math, so it\u2019s best illustrated with an example.\n    <\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        <strong>How to determine the amount available for reimbursement for the remainder of the plan year:<\/strong>\n    <\/p>\n<ul>\n<li>\n            Jay has elected to put $2,500 into his FSA, which runs on a calendar year<\/p>\n<ul>\n<li>\n                    He also has $500 in carryover funds from the previous year, for a total balance of $3,000 for the<br \/>\n                    plan year<\/li>\n<\/ul>\n<\/li>\n<li>\n            Jay terminates employment on May 31.&nbsp; At that time, he had been reimbursed for $1,100 in healthcare<br \/>\n            expenses.<\/li>\n<li>\n            The maximum amount available for reimbursement for the remainder of the plan year is: $3,000 &#8211; $1,100 =<br \/>\n            <strong>$1,900<\/strong><\/li>\n<\/ul>\n<p>\n        &nbsp;<\/p>\n<p>\n        <strong>How to determine the COBRA premium:<\/strong><\/p>\n<ul>\n<li>\n            The maximum monthly COBRA premium is 1\/12 of the employee\u2019s election, plus a 2% administrative fee.<\/li>\n<li>\n            The carryover balance should <strong><u>not<\/u><\/strong> be factored into setting the COBRA premium<\/p>\n<ul>\n<li>\n                    The employee would have already paid for the carryover amount with the previous year&#8217;s contribution\n                <\/li>\n<\/ul>\n<\/li>\n<li>\n            The maximum monthly COBRA premium for Jay is ($2,500 \u00f7 12) X 102% = <strong>$212.50<\/strong><\/li>\n<\/ul>\n<p>\n        &nbsp;<\/p>\n<p>\n        <strong>How to determine if the FSA is underspent:<\/strong><\/p>\n<ul>\n<li>\n            Jay terminated employment on May 31, which leaves 7 months left in the plan year<\/li>\n<li>\n            The total premium for the remainder of the plan year is: $212.50 X 7 = <strong>$1,487.50<\/strong><\/li>\n<li>\n            Since the amount available for reimbursement for the remainder of the plan year exceeds the premium for the<br \/>\n            same time period, the FSA is considered underspent, and COBRA would need to be offered<\/p>\n<ul>\n<li>\n                    If the opposite were true, then COBRA would not have to be offered.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>\n        &nbsp;<\/p>\n<p>\n        If COBRA applies to the FSA, then COBRA beneficiaries must be given the same carryover rights as current<br \/>\n        employees. Using the above example, Jay could elect COBRA for a maximum monthly premium of $212.50. Jay\u2019s<br \/>\n        employer can only change him a premium for the remainder of the plan year, which is 7 months.&nbsp;<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        If Jay has unused funds at the end of the plan year, then he must be allowed to carry over up to $500 for the<br \/>\n        maximum time period permitted under COBRA law. In this case, it would be an additional 11 months since<br \/>\n        termination of employment allows for 18 months of continuation coverage.<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        Jay\u2019s employer is prohibited from charging him a premium for the additional 11 months of access to the carryover<br \/>\n        amount, as Jay would\u2019ve already paid for this amount. Additionally, Jay\u2019s employer does<br \/>\n        <strong><u>not<\/u><\/strong> need to give him the ability to make a new election to the FSA for the new plan<br \/>\n        year.<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        Employers can place restrictions on the carryover amounts. For example, they can structure their FSA so that<br \/>\n        carryover is only available to employees who make new elections in the following plan year. If Jay\u2019s employer<br \/>\n        had this provision in place, then he would not be entitled to any carryover amount after the plan year was over.<br \/>\n        In other words, he\u2019d only need to be offered COBRA for 7 months.<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        For more information, you can refer to <a href=\"https:\/\/www.irs.gov\/pub\/irs-drop\/n-15-87.pdf\"\n            target=\"_blank\" rel=\"noopener noreferrer\">IRS Notice 2015-87 (Q&amp;Q #21-25)<\/a>.<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        Do you have a question about FSAs or COBRA? <a href=\"https:\/\/www.flexiblebenefit.com\/ask-the-expert\"\n            target=\"_blank\" rel=\"noopener noreferrer\">Ask the Expert<\/a>!<\/p>\n<p>\n        &nbsp;<\/p>\n<p>\n        * This assumes the FSA meets the definition of an excepted benefit.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Two things happened in 1986. Run-D.M.C released their hit song, \u201cIt\u2019s Tricky,\u201d and COBRA became effective. Thirty-two years later, Run-D.M.C.\u2019s music is still popular, and COBRA administration is still tricky\u2014especially when it comes to Flexible Spending Account (FSAs). Add FSA carryover to the mix, and it gets even trickier.<\/p>\n","protected":false},"author":1,"featured_media":303,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-369","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>It\u2019s Tricky: FSAs + Carryover + COBRA - Flexible Benefit Service LLC<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.flexiblebenefit.com\/cdhp\/its-tricky-fsas-carryover-cobra\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"It\u2019s Tricky: FSAs + Carryover + COBRA - Flexible Benefit Service LLC\" \/>\n<meta property=\"og:description\" content=\"Two things happened in 1986. Run-D.M.C released their hit song, \u201cIt\u2019s Tricky,\u201d and COBRA became effective. Thirty-two years later, Run-D.M.C.\u2019s music is still popular, and COBRA administration is still tricky\u2014especially when it comes to Flexible Spending Account (FSAs). 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