2017 HSA Plan Quick Guide

Transcription

1 2017 HSA Plan Quick Guide The HSA Plan consists of two parts that work together to give you more control over how you receive and pay for medical care and services, both now and in the future: the Health Savings Account and the HSA Medical Plan. This guide provides you with details on both parts of the plan to assist you in making this plan work for you and your family. The HSA Plan enables you to: Set up and contribute pre-tax dollars to a Health Savings Account (HSA), and receive a contribution from Emory, to pay for eligible medical, dental and vision services. Participate in an Emory-sponsored medical plan with the lowest employee contributions. Seek and receive preventive care at no cost to you (EHN and In-Network). Receive incentives for your participation in healthy activities. Support your efforts to stay healthy with access to information, programs and health topics affecting you and your family. Have the flexibility to choose how you pay and from whom you receive medical care and services. Read more inside! 1

2 The HSA Plan provides a more non-traditional approach to managing your health care than Emory s POS Plan. The HSA Plan gives you more choice and flexibility while emphasizing and supporting you and your family s efforts to stay healthy. Like the POS Plan, you have financial protection for medical costs through a deductible, co-insurance and an out-of-pocket maximum. But unlike the POS Plan, this plan provides you with an account, which is funded in part by Emory, that gives you the flexibility to choose how to spend your health care dollars. The Health Savings Account Enrolling in the HSA Plan allows you to take advantage of the tax savings features of a Health Savings Account. Emory contributes tax-free funds to your HSA upon your enrollment. You and your covered spouse/same Sex Domestic Partner (SSDP)* can complete incentive activities and receive an additional Emory contribution. You can also contribute on a pre-tax basis through payroll deduction. In order to qualify for Health Savings Account: 1. You must be enrolled in the HSA Plan. 2. You cannot be claimed as a dependent on someone else s tax return. 3. You cannot be covered by a spouse s Flexible Spending Account (FSA). 4. You cannot be covered by any other medical plan, including Medicare A and/or B. Withdrawals to pay for eligible expenses are not taxable. The IRS does impose penalties if you use the funds for ineligible expenses. Save your receipts and your Explanation of Benefits (EOB). What you do not spend stays in your account for you to use in the future. HSA contributions are owned by you and are portable in the event that you leave Emory. * Emory will continue to offer unmarried same-sex domestic partners of employees (and their dependents) access to Emory s benefit programs through December 31, 2017 if they have a covered SSDP on the plan as of December 31, Effective January 1, 2018, covered SSDPs must be legally married in order to continue their Emory benefits programs (a marriage certificate may be required, as is required for opposite-sex couples). Effective January 1, 2017, no new unmarried SSDPs can be added to the Emory benefits plan by current employees; newly hired employees must provide proof of marriage to enroll their spouses on or after this date. Compare It is important to note that employee contributions (monthly/bi-weekly premiums) for the HSA Plan are significantly lower than employee contributions for the POS Plan. To see how the HSA Plan compares with the POS Plan, use the Plan Selection & Cost Estimator Tool located online at 2

3 Opening your Account When you elect to establish a Health Savings Account, the Customer Identification Process (CIP) begins in order to open your account. Aetna/PayFlex, the administrator for the Health Savings Account, may contact you directly via or letter to request any additional information needed. Your timely response will facilitate the process. Until the account is open, no contributions will be applied to the account. Once the account is open, you will be mailed a welcome letter and debit card (PayFlex Card). Register your HSA following the directions in your welcome letter. Designate a beneficiary: If your spouse is the designated beneficiary, the HSA will be treated as your spouse s HSA after your death. If the designated beneficiary is not your spouse, the account stops being an HSA and the value of the HSA becomes taxable to the beneficiary. Emory s Annual Contribution If you are enrolled in the HSA Plan with individual coverage on January 1, Emory will make a $300 contribution to your Health Savings Account. If you cover any dependents (spouse/same sex domestic partner or children), you will receive an additional $300 for a total annual maximum contribution of $600. For employees who enter the plan at any time after January 1, Emory s contribution to the HSA will be prorated based on your enrollment date. Emory s contributions are made on the first biweekly payroll of the month following enrollment or the first monthly payroll. Emory s Incentive Contribution You can earn incentives that are added to your HSA by participating in and completing various healthy activities (see the Incentives section on page 7 to learn more). The maximum incentive amount that can be earned and contributed to an HSA during the plan year is $800 (with a covered spouse/ssdp). To ensure that incentive funds are available to pay for your medical expenses, participate in and complete your incentives early in the year. Emory processes all incentives completed by the 15th of the month for incentive payment on the next monthly payroll or the next pay period for biweekly paid employees. Incentives must be completed January 1, 2017 through November 15, 2017 to be eligible for 2017 incentives (with the exception of the Move More Challenge). 3

4 Your HSA Contributions The IRS establishes limits for the amount that can be contributed each year to an HSA by you and Emory: For 2017, the limits are $3,400 for individual coverage and $6,750 if you cover dependents. If you are age 55 or older, an additional $1,000 catch-up contribution is allowed. You can make pre-tax contributions through payroll deduction. The amount of your contribution can be changed by contacting the Benefits Department. THE HSA -- A TRIPLE TAX ADVANTAGE tax-free money in Emory contributes $300 (or $600). You can earn up to $450 (or $800) in incentives. You can contribute additional pre-tax money too! After-tax contributions can be made to your account by transferring funds from your bank account. If your total HSA contributions exceed annual maximums, you will be taxed on the excess. You can make changes to your method of contribution, as well as your contribution amount at any time during the year; payroll deduction changes are processed for the next available payroll. HSA Debit Card tax-free money out Use your HSA to pay for medical expenses or pay for them yourself and save your HSA funds for later. Contributions are allowed until you begin participating in Medicare or you no longer qualify for a Health Savings Account. HSA contribution limit includes Emory s contribution, your contribution, and any incentives you and your spouse/ssdp earn. tax-free savings Unused funds remain in your account and grow with tax-free interest. They roll over year-to-year. There is no use-it or lose-it rule. The HSA is All About Choice! If you have funds available in your HSA, you can use them to pay your eligible medical expenses. Or, you can choose to save your HSA dollars and pay eligible expenses yourself. HSA funds are not forfeited at the end of the plan year; your HSA dollars will continue to be available for you to use. 4

5 Managing your Account Register and log on to Aetna Navigator at Your HSA will be listed under Accounts and Funds. You can see the account activity including contributions and distributions. PayFlex Mobile allows you to receive notifications, submit claims and more. Complete incentive activities to receive additional contributions to your account. Use your PayFlex card to pay your medical, dental or vision expenses, or pay out of pocket to save HSA funds for future use. Balances over $1,000 can be invested in BNY Mellon options. Investment earnings are tax-free. IRS Publication 969 provides information on Health Savings Accounts. Accessing Your HSA Funds Aetna/PayFlex MasterCard Debit Card You will receive a PayFlex MasterCard debit card in your welcome kit from Aetna. Once activated, you may use the debit card just as you would a debit card tied to a savings or checking account, as long as you use it to pay eligible expenses. You may make payments by phone, online or in person with the debit card. Make a Payment When you make a payment online using PayFlex, you can choose to have a check sent directly to your provider. Reimbursement When you pay eligible expenses, you may reimburse yourself from your HSA by transferring funds to your bank account. The linking process will require a one-time verification of your checking account. Details on this process are included in your welcome letter (Quick Reference Guide Aetna Reimbursement Accounts). Funds must be available in your account on the day you make payment or initiate reimbursement. HSA funds may not be used to pay or reimburse SSDP expenses or expenses for a child who is no longer a tax dependent, even if covered on your medical insurance plan. Be sure to keep your receipts and Explanation of Benefits (EOBs). 5

6 Eligible Expenses HSAs are to be used for eligible medical expenses, such as deductibles and co-insurance for doctor visits, hospitalization, and surgery for you and your eligible dependents. You may also use your HSA for prescription drugs, dental care and certain vision expenses. In general, you may not use your HSA to pay health care premiums while an active employee. However, there are exceptions for COBRA enrollees, and for those receiving unemployment benefits or who are age 65 and older. You may also use HSA funds for Medicare premiums and long-term care (LTC) premiums, if applicable. Any HSA funds used for ineligible expenses are subject to income tax and a 20% IRS tax penalty. IRS Publication 502 provides information on qualified medical expenses. While you may cover a child up to age 26 or a SSDP under the HSA Medical Plan, qualified medical expenses are those incurred by you, your spouse, and all dependents you claim on your tax return. Refer to IRS Publication 969 for more details. Coordinating HSA with a Flexible Spending Account If you elect a Healthcare Flexible Spending Account (FSA), it will be a Limited FSA administered by Aetna/ PayFlex. You can receive reimbursement for dental and vision expenses. Once you have met the HSA annual deductible, medical expenses can be reimbursed from the FSA. You must submit a claim for reimbursement; the limited FSA will not be on your PayFlex card. Remember, FSA funds do not roll over from year to year. FSA Balances and IRS Restrictions on HSAs In accordance with IRS regulations, if you are a new enrollee in the HSA Plan for 2017 (i.e. switching from the POS Plan) and you have a balance in a 2016 Healthcare Flexible Spending Account (as of December 31, 2016), you are not eligible to contribute funds to an HSA or receive any funds in your HSA until April 1, This includes Emory s annual contribution, incentives earned from wellness activities, or contributions you make to your HSA. The April 1, 2017 date still applies even if your Healthcare FSA account balance reaches $0 at an earlier point during Additionally, if you have a balance in your FSA as of December 31, any medical expenses incurred prior to April 1, 2017 are not eligible for reimbursement with HSA funds. Expenses must be incurred after April 1, 2017 in order to use HSA funds. You will need to consider whether or not you will have an FSA balance on December 31 when making your decisions about enrolling in the HSA Plan including making any contributions to an HSA through payroll deduction. If you have a $0 balance in your 2016 Healthcare FSA as of December 31, 2016, you are HSA eligible on January 1, 2017 and you (and Emory) can make contributions to the account and eligible medical expenses can be paid with your HSA funds. 6

7 Incentives To encourage you to take an active role in your health and wellbeing, Emory provides financial incentives for healthy behavior. You (and your covered spouse or partner) can save money on your medical expenses by taking action and doing things that help you live a healthy lifestyle. The following incentives are offered for 2017: 2017 Incentives Online Health Assessment + Know Your Numbers Biometric Screening* * The Online Health Assessment and the Know Your Numbers biometric screening must both be completed to earn the incentive. **The Move More Challenge incentive is available only for Emory employees. To be eligible for 2017 incentive(s), incentive activities must be completed between January 1 and November 15, 2017 (with the exception of the Move More Challenge). Incentive Opportunities $ Move More Challenge** $ Online Programs $ Colonoscopy $ Maximum Incentive Total $ Online Health Assessment + Know Your Numbers Biometric Screening Part 2 - Online Health Assessment The health assessment is a brief online questionnaire to help you assess your health habits and to provide you with next steps to a healthier you Move More Challenge All employees enrolled in an Emory medical plan in 2017 who average at least 5,000 steps/day (every week of the Move More Challenge, September 19-November 13, 2016) will receive an incentive towards their Aetna medical plan. For employees who earn this incentive, it will be applied to your Aetna account in February Colonoscopy Colorectal cancer affects men and women of all racial and ethnic groups and is most often found in people age 50 years or older. Colorectal cancer screening can find precancerous polyps abnormal growths in the colon or rectum so that they can be removed before turning into cancer. If you are aged 50 or older and haven t been screened, talk with your doctor about a screening. If you think you may be at higher than average risk for colorectal cancer, speak with your doctor about getting screened early. Online Programs Personalized online health enhancement programs to complete at your own pace. Programs include: becoming more active, eating healthier, stress management, tobacco cessation, weight management and others. More details will be announced at a later date. Part 1 - Health Screening A biometric or health screening is a quick and convenient check that measures your cholesterol, glucose, blood pressure, height, weight and body mass index (BMI). Beginning in early 2017, Emory will offer the Know Your Numbers onsite health screenings at a variety of locations across Emory. Specific dates and details will be announced at a later date. You can also receive a health screening as part of your annual preventive care exam through an Emory Healthcare Network or In-Network provider. 7

8 The HSA Medical Plan The HSA Medical Plan features a deductible, co-insurance and an annual out-of-pocket maximum to provide financial security. Annual Deductible You are financially responsible for meeting the deductible before the plan pays for any eligible expenses. You can use the funds that accumulate in your HSA to pay eligible medical, dental and vision expenses incurred by you, your spouse, and dependents you claim on your tax return. The deductible depends on the coverage level you have elected. Employee Only Coverage: Annual Deductible - $1,350 (EHN). You pay the first $1,350 in eligible expenses. You can fund these expenses by utilizing your HSA. The In-Network deductible is $1,500 and the Out-of-Network deductible is $2,500. Employee + Spouse/SSDP, Employee + Child(ren) and Family level Coverage: Annual Deductible -$2,700 (EHN). You pay the first $2,700 in eligible expenses. You can fund these expenses by utilizing your HSA. The In-Network deductible is $ $3,000 and the Out-of-Network deductible is $5,000. Co-Insurance Once the deductible has been satisfied, the plan provides coverage for eligible expenses through co-insurance. The highest levels of coverage under the plan are by utilizing the Emory Healthcare Network (EHN) or by obtaining services from In-Network providers (Aetna National Network). EHN Plan pays 85% of eligible medical expense, you pay 15% In-Network Plan pays 75% of eligible medical expense, you pay 25% Out-of-Network Plan pays 50% of eligible medical expense, you pay 50% Annual Out-of-Pocket Maximum The HSA Plan also provides financial protection for you and your family in the event of a catastrophic illness or injury through the annual out-of-pocket maximum. Like a traditional plan, there is a maximum amount that you are financially responsible for under the plan each year. The individual outof-pocket maximum of $3,500 within the EHN and $4,750 In-Network will be applied to a covered family member who incurs medical expenses after the family deductible has been met ($2,700 within the EHN or $3,000 In-Network). This eliminates the need for the full family out-of-pocket maximum to be satisfied if only one family member needs medical care. However, the combined medical charges incurred by additional family members will satisfy the full family out-of-pocket maximum. When the family out-ofpocket maximum is satisfied, eligible expenses for all family members will be covered at 100% for the remainder of the plan year. 8

9 Prescription Drug Coverage The pharmacy benefit manager for the HSA Plan is CVS/ caremark. You may fill prescriptions either at a retail pharmacy (30 day supply) or by using mail order service (90 day supply). You must pay all out-of-pocket costs for prescription drugs until you meet your annual deductible. After you meet the deductible, you will pay the applicable coinsurance amount under the HSA Plan, up to the 30-day Retail Maximum. Mail order is 2x the retail maximum. The table below shows what your responsibility is once your deductible is satisfied. For example, if the table shows co-insurance is 20%, the plan will pay 80% of the cost of the prescription drug and you are responsible for the other 20%. However, there is financial protection built into the prescription drug benefit in that you will never pay more than the 30-day Retail Maximum, outlined in the table below: Tier Co-insurance 30-Day Retail Maximum Zero 0% $0 You can use your HSA to pay for prescription drugs. Preventive medications are covered under Tier Zero and the deductible and co-insurance do not apply. If you take any maintenance prescription medications to treat certain ongoing medical conditions, you will need to fill your prescriptions in one of three ways: through CVS/caremark s mail order service, at a CVS retail pharmacy location, or at an Emory pharmacy. Please be aware that if you attempt to fill a maintenance drug at a pharmacy other than CVS or Emory, you will be charged the full retail cost. 1 10% $ % $ % $ % $ day supply is 2½ x the retail amount Check up on Medications It s a good idea to occasionally check up on your medications coverage tiers. Sometimes drugs change tiers. To be certain which tier your medications are on, call CVS/caremark at

10 How the HSA Plan Works The HSA Plan encourages healthy living by providing 100% coverage for preventive care when you use Emory Healthcare providers (EHN) or In-Network providers (Aetna National Network). The plan also gives you more control over how you receive and pay for health care services. Like a traditional plan, the HSA Plan has a deductible, co-insurance and an outof-pocket maximum to provide financial protection in the event of a serious illness or injury. A distinct advantage when enrolling in the HSA Plan is the ability to set up a health savings account and contribute pre-tax to it each year. Emory Contributes $300 1 or $600 1 You Earn Incentives Up To $450 (or $800) You Contribute Any Amount Up To Plan Maximum Money in the HSA will be invested in a money market fund. Preventive Care Covered at 100% (EHN or In-Network) Maximum Contributions All Sources (Emory Contributions, Incentives, and Your Contributions): $3,400 2 or $6,750 2 Health Savings Account (HSA) Emory Contribution + Your Earned Incentives + Your Contributions Deductible Co-Insurance Out-of-Pocket Maximum Remaining HSA Balance Use your HSA funds to pay for eligible medical expenses. Total Possible HSA Contributions 2 : $3,400 (Employee Only) $6,750 (Employee + Spouse/SSDP, Employee + Child(ren) or Family) You pay all eligible expenses until the deductible is satisfied. You may use funds in your HSA to meet your deductible. $1,350 (Employee Only EHN); $1,500 (In-Network); $2,500 (Out-of-Network) $2,700 (Employee + Spouse/SSDP, Employee + Child(ren) or Family EHN); $3,000 (In-Network); $5,000 (Out-of-Network) Once the deductible is satisfied, for services you pay: 15% in the Emory Healthcare Network (EHN) 25% in the Aetna National Network (In-Network) 50% Out-of-Network If your expenses paid annually exceed: $3,500 (Employee Only EHN & $4,750 In-Network); $10,000 (Out-of-Network) $7,000 (Employee + Spouse/SSDP, Employee + Child(ren or Family EHN) & $9,500 In-Network; $20,000 (Out-of-Network). Then the plan pays 100% 3 Unused HSA funds will continue to be available for future use on eligible medical, dental and vision expenses Emory contributes $300 if you are enrolled in employee only coverage; $600 if you cover any dependents (spouse/ssdp or children). Employees 55 years of age and over can add up to an additional $1,000 contribution to the HSA maximums for catch-up contributions. Once the annual out-of-pocket maximum is satisfied, the plan pays 100% of all remaining eligible expenses during the plan year, including Emergency Room visits and prescription drugs. 10

11 HSA Plan Examples Donna Single Coverage Employee Only Meet Donna! Her health expenses throughout the year are usually low. Other than getting her annual check-up, she typically has few medical expenses. Since she does not usually spend much on health care, Donna likes the idea of receiving funding from Emory to meet her other health care needs during the year. Donna takes advantage of 100% In-Network covered preventive care by getting her well-woman check-up. Because Donna has completed an online program, she receives $100. Additionally, she has one other office visit and fills one prescription every 90 days from Tier 2 at a retail pharmacy. Year One Donna s HSA Contributions Emory s contribution...$ 300 Received incentive (online program).... $100 Donna s Contribution ($100 per month x 12 months)...$1,200 Total HSA funds available...$1,600 Donna s Medical Expenses Tier 2 prescription...$ 750 In-Network office visit.... $125 Annual check-up (preventive care is paid by the plan at 100%)... $0 Total expenses..... $ 875 Year two Donna s HSA Contributions HSA balance carried over from previous year.... $725 Emory s contribution... $300 Received incentive (online program).... $100 Total HSA funds available in year two...$1,125 Donna s Medical Expenses Tier 2 prescription... $750 In-Network office visit.... $125 Annual check-up (preventive care).... $0 Total Expenses in year 2....$ 875 Donna s Totals HSA funds available....$1,125 Annual deductible satisfied... $875 Annual out-of-pocket maximum satisfied.... $875 With the HSA Plan, Donna again used her HSA to cover her $875 of medical expenses during the plan year. The $250 remaining in her HSA at the end of year two will be available for future use. Year Three Donna s HSA Contributions HSA balance from previous year...$250 Emory s contribution...$300 Received incentive (online program)....$100 Total HSA funds available in year three...$650 For year three, Donna can increase the funds in her HSA by completing additional incentives. Donna s Totals HSA funds available....$1,600 Annual deductible satisfied... $875 Annual out-of-pocket maximum satisfied.... $875 With the HSA Plan, Donna can pay for her $875 in expenses by using her HSA. The $725 remaining in her HSA after her expenses paid will be available for future eligible medical expenses. 11

12 HSA Plan Examples The Smith Family Family Coverage 2 Adults, 1 Child Meet the Smiths! Andrew and Cindy and their three-year old son, Joe, have a variety of planned and unplanned health expenses throughout the year. Each year they all normally get an annual physical exam. The family estimates at least five office visits per year two well-child and two well-adult visits, plus an office visit for Cindy s chronic asthma condition. Cindy and Andrew both get $150 each in incentive money for completing their biometric screening and health risk assessment. Cindy also completed in the 2016 Move More Challenge and completed an online program to earn $200 in additional incentives. Year One Smith Family HSA Contributions Emory s contribution...$600 Cindy completed an incentive (screening & health assessment)...$150 Andrew completed an incentive (screening & health assessment)...$150 Cindy completed two incentives...$200 Smith Family Payroll Contribution....$1,800 Total HSA funds available...$2,900 Smith Family Medical Expenses Smiths Paid Plan Paid HSA Funds Used Joe has an emergency room visit that results in eligible charges totaling $750. $750 $0 $0 One office visit for Cindy s Asthma Condition. $150 $0 $0 Asthma Prescriptions $1,200 $0 $0 Two In-Network Well-Adult and two Well-Child visits at $125 each totaling $500. The Smiths responsibility is $0 because preventive care is covered at 100%. $0 $500 $0 Total Expenses $2,100 $500 $0 The Smiths have HSA available funds totaling $2,900. They have decided to save their HSA funds for future eligible medical expenses. Alternatively, the Smiths could have decided to pay all of their expenses incurred using their HSA, and paid $0 out of their own pocket. Then, they would start year two with an HSA balance of $800 ($2,900 - $2,100 = $800) from year one s balance rolling forward. 12

13 Frequently Asked Questions How do I deposit funds into my HSA? Funds to your HSA can come from (1) Emory s annual contribution, (2) incentives you and/or your spouse/ssdp earn and (3) contributions you and/or your spouse make. Your contributions to the HSA, including contributions from your spouse, can be made through pre-tax payroll deductions, or may be made after-tax by transferring funds from your bank account. SSDPs cannot make cash contributions to your HSA, but can contribute to HSAs they establish on their own. NOTE: If you enroll in the HSA Plan for 2017 and have a balance in a 2016 Healthcare Flexible Spending Account (as of December 31, 2016), you are not eligible to contribute funds to an HSA or receive any funds in your HSA until April 1, This includes Emory s annual contribution, incentives earned from wellness activities, or contributions you make to your HSA. The April 1, 2017 date still applies even if your Healthcare FSA account balance reaches $0 at an earlier point during Can I use the funds in my HSA to pay medical expenses for my SSDP* and/or my SSDP s dependent child(ren)*? No. The IRS defines dependent eligibility for filing eligible expenses through accounts such as HSAs and FSAs (flexible spending accounts). While Emory allows employees to cover SSDPs (and their dependent children) through Emory-sponsored medical plans, HSAs and FSAs must adhere to federally-established guidelines. SSDPs and their children currently do not meet IRS guidelines for eligible dependents. However, SSDPs may establish their own HSAs (independent of the employee s HSA), and may use their own HSAs to cover eligible expenses for themselves and their children. Eligible expenses for SSDPs and their children will be covered under the HSA medical plan once the deductible has been satisfied. Emory will monitor IRS updates and make changes in accordance with IRS regulations. * NOTE: Important Policy Change Reminder: In April of 2016, Emory announced the decision to alter the policy addressing benefits to same-sex domestic partners (SSDPs) and their dependents. To allow adequate time for those impacted to plan and prepare for the change, Emory will continue to offer unmarried same-sex domestic partners of employees (and their dependents) access to Emory s benefit programs through December 31, 2017 if they have a covered SSDP on the plan as of December 31, Effective January 1, 2018, covered SSDPs must be legally married in order to continue their Emory benefits programs (a marriage certificate may be required, as is required for opposite-sex couples). Effective January 1, 2017, no new unmarried SSDPs can be added to the Emory benefits plan by current employees; newly hired employees must provide proof of marriage to enroll their spouses on or after this date. How do I get a new or additional debit card for myself or my dependents? If you need a replacement card or an additional card for yourself or your dependent, you should request one through Aetna/PayFlex by calling I am a new employee and want to enroll in the HSA Plan. Will I receive the entire annual Emory contribution? No. The contributions you receive from Emory to your HSA will be prorated based on when you activated your HSA. For example, if you are hired on February 10 and enroll in employee only coverage, you receive the annual contribution for the March December timeframe that s 10 out of 12 months or 83% of the year ($300 x.83 = $249). I am 55 years of age. Can I contribute more to my HSA? Yes, if you are an Emory employee and are age 55 or older, you can make an additional $1,000 in catch-up contributions to your HSA. When including catch-up contributions, the annual contribution maximums are increased to $4,400 for individual coverage and $7,750 for family coverage. How do I access the beneficiary form for the HSA? Beneficiary designation forms are available on the Aetna Navigator website ( After you log in to your account, click the Tools & Resources tab at the top of the page. continued on next page 13

14 Frequently Asked Questions Can I still have an FSA if I am enrolled in the HSA Plan? Yes. You can enroll in a limited Healthcare Flexible Spending Account (FSA) even if you are enrolled in the HSA Plan. You may use the limited FSA to pay for dental and vision expenses and for medical expenses once your deductible has been met. Remember: with an FSA, the funds must be used by the end of the grace period (March 15 of the following year) or they are forfeited. For more information, contact: Emory University Benefits Department Aetna When will I see my incentive in my HSA account? Emory processes all incentives completed by the 15th of the month for incentive payment on the next payroll for monthly paid employees and next pay period for biweekly paid employees. 14