The Employer Portal is a HIPAA-compliant, user-rights based live interface that empowers HR staff with secure, easy-to-use, role-based access to convenient, self-service options, including reports, employee data updates, imports and automatically generated alerts, notifications, and statements.
Our team offers electronic and on-site enrollment assistance, educational materials and more
The Health Account Services suite of health savings and benefits accounts allows you to offer flexibility to your benefits package and provide cost- and tax-saving resources to your employees.
- Health Savings Account (HSA)
- Healthcare Flexible Spending Account (FSA)
- Healthcare Limited Purpose Flexible Spending Account (LPFSA)
- Dependent Care Flexible Spending Account (DCFSA)
- Health Reimbursement Account (HRA)
- Qualified Transportation Account (QTA)
First American Bank offers Health Savings and Benefit Accounts nationwide, and is a full-service bank with branches in Illinois, Wisconsin and Florida.
|Compliance support||Health Account Employer Services available to assist with required ERISA and IRS reporting and filing, such as tax statements, plan documents and nondiscrimination testing.|
|Dedicated support team||Consulting, compliance, and implementation, our Employer Services team is available to help you. Call us at (833) 571-0499 Monday - Friday 7:00 a.m. - 7:00 p.m. CT, excluding holidays.|
|Partnership||Collaboration with your employee benefits consultant to develop a comprehensive benefit package and strategy unique to your organization’s goals.|
|Powerful technology||Real-time integration allows for seamless access, plan administration and account management. 24/7 online and mobile access and flexible payment options make it easy for participants to manage their accounts wherever they are.|
|Integrated investment options||HSA account holders can make the most of their HSA account over the long term by investing in a select menu of low cost, competitive mutual funds through the Consumer Portal.|
|Employee Management||Online lookup helps employers respond to employees’ questions and issues. Manage demographic changes.|
|Enrollment and Eligibility Management||Enroll, updated enrollment and change employees’ employment status via the Employer Portal. Use the import capabilities to integrate with First American Bank Health Account Services for exchanging eligibility files.|
|Account Funding & Contribution Management||Multiple options available for funding accounts, including scheduled contributions, ACH funding, and file-based contribution submission, and recurring contribution processing.|
|Comprehensive reporting||Report generation features are available through the Employer Portal, so you can generate reports on an ad-hoc basis as needed. Monthly or custom reports are generated automatically with email alerts directing employees to secure portals for viewing – creating a virtually paperless administration process.|
|Definition||An HSA is a tax-advantaged savings account that is used in combination with a high deductible health plan (HDHP). Consumers use the HSA funds to cover qualified medical expenses.||An HRA is an employer-funded plan that may be used to reimburse employees for qualified medical expenses.||An employer-established, tax-advantaged account funded by the employee and/or the employer to pay for qualified medical expenses with pre-tax dollars.|
|Who “owns” account?||Individual\Employee||Employer||Employer|
|Who can contribute to the account?||Individual\Employee, Employer||Employer only||Employee and Employer|
|Where are funds held?||In an HSA account owned by the employee||By employer||By employer|
|Pre-tax payroll deductions allowed?||Yes||No||Yes|
|Annual maximum limit on contributions (www.irs.gov)||Yes1||No2||Yes3|
|Entire election available for reimbursement at start of plan year?||No||Depends on plan design||Yes|
|How distributions are made?||
|Substantiation||Not required for payment5||Required||Required|
|Must have Health Plan?||Yes, Qualified HDHP whether through employer or not||Beginning in 2014, employees had to be enrolled in employer-sponsored group coverage unless the HRA is limited to vision or dental expenses6||No. But employer must offer qualified health coverage.|
|Can have other (non HDHP) Health Plan?||No, except for certain permissible coverage such as dental or other limited purpose plan(s)7||Yes||Yes|
|Tax Benefit||Contributions are tax free, interest and investment gains8 are tax free and withdrawals are tax free when used for qualified medical expenses.||Employer deposits and claim payments are tax free.||Employer/Payroll deposits and claim payments are tax free.|
|Interest Earning?||Interest can be accrued on a tax-deferred basis in qualified HSAs. And if the account balance reaches the minimum balance requirement, the funds can be invested in mutual funds and those gains are also tax free.8||No||No|
|Access to funds after termination?||Individual account not tied to employment status. Funds are the individuals after they leave job.||Employee must be offered COBRA.||Employees must be offered COBRA (usually until the end of the year).|
|Employees carry over unused amounts?||Yes. The individual owns the account and any contributions made to it, regardless of the source or timing of the contribution.||Employer discretion.||Limited to up to $500 carryover to the immediately following plan year OR a grace period9|
|What is the tax treatment for employer contributions?||Employer contributions may qualify as a deductible business expense and are exempt from FICA and other employment taxes.||Employer contributions may qualify as a deductible business expense and are exempt from FICA and other employment taxes.||Employer contributions may qualify as a deductible business expense and are exempt from FICA and other employment taxes.|
|What is the tax treatment for employee contributions?||Employee contributions may be made through a cafeteria plan and are tax free. If made outside of a cafeteria plan, they are treated as an “above the line” deduction.||
Employees are not permitted to contribute to an HRA.
Employee contributions to an FSA are made on a pre-tax basis, and therefore reduce annual taxable income.
|What expenses qualify for distribution?||Medical expenses under § 213 (d) of the Internal Revenue Code (over the counter drugs are not an eligible medical expense unless prescribed by a health care provider). HSAs may not be used to pay insurance premiums except for (1) COBRA, (2) qualified long-term care insurance (3) health care coverage while the individual is receiving unemployment compensation; and (4) premiums for Medicare Part A or B, Medicare HMO, and (5) after age 65, the employee’s share of employer-sponsored retiree health care.||Employers configure the account to reimburse all or a subset of any otherwise unreimbursed expenses that are qualified under §213(d) of IRC (over the counter drugs are not an eligible medical expense unless prescribed by a health care provider). This can include health insurance premiums (other than premiums that are paid through an employer’s cafeteria plan) and long-term care insurance premiums. However, long-term care services are not reimbursable.||Any otherwise unreimbursed medical expenses that are defined under §213(d) of IRC (over the counter drugs are not an eligible medical expense unless prescribed by a health care provider). Health insurance premiums and long-term care services are not reimbursable.|
1 IRS-imposed HSA limits for 2022: The 2022 annual HSA contribution limit for individuals with self-only HDHP coverage is $3,650 ($3,850 in 2023) and the limit for individuals with family HDHP coverage is $7,300 ($7,750 in 2023). Annual catch-up contributions for those 55 and over: $1,000.
2 IRS does not impose HRA limits; limits are set by employer.
3 For 2022, the employee contribution limit for an FSA cannot exceed $2,850 per IRS Rules. Employer contributions may not discriminate in favor of highly compensated individuals. Healthcare reform limits employer contributions to $500 per year or an arrangement in which employer contributions will not exceed the employee’s contributions, such as a one-to-one match, up to $2,850.
4 HSA, HRA and FSA debit cards are automatically restricted for use with medical service providers and for items purchased at retail that are identified as qualified medical expenses based on electronic inventory control codes.
5 HSA distributions subject to IRS audit to prove they do not exceed out-of-pocket qualified medical expenses since HSA opened.
6 PHS Act sec 2711, per DOL FAQ re: PPACA Part XI Q1, Q3 http://www.dol.gov/ebsa/faqs/faq-aca11.html HRA Enrollees must be enrolled in group health plan.
7 Dental, vision, accident, disability, long-term care, workers’ compensation, specified disease or illness and fixed dollar hospitalization, certain deductible plans.
8 Prior to the end of each calendar quarter, we deduct a custodial management fee from your Investment Account in an amount of (.075%) per quarter or equal to an annual fee of (0.30%) on balances invested in mutual funds in your Investment Account. Investors should carefully read the Fund prospectus, which includes information on the Fund's investment objectives, risk, as well as charges and expenses along with other information before investing or sending money. Funds in the investment portion of your HSA account are Not FDIC insured, May Lose Value and are Not Bank Guaranteed. Neither First American Bank nor its subsidiaries (collectively "First American Bank") are registered investment advisors nor is First American Bank acting in the capacity of a registered investment advisor with respect to the offering of HSA investment options. Participation in the investment options is voluntary. Under no circumstances is First American Bank offering any of the HSA investment options and First American Bank makes no representations with respect to the investment options offered. First American Bank disclaims any and all liability, contingent or otherwise, for the performance of the investment options. Please see your financial advisor for personal investment advice.
9 Employers may elect to have (i) a “grace” period for employees to use leftover funds from a previous plan year to pay for expenses incurred in the period up to 2 months and 15 days into the new plan year; or (ii) a carryover of up to $500 to the new plan year for payment of medical expenses during the entire year in which it is carried over.