HSA

I would like help with this as well; we are thinking of implementing a similar structure and have the same questions:

1) HDHP = HL?
2) Separate RS plans for Single, Single + 1, Family, etc?
3) How does that work in ESS--i.e., keep people from enrolling in the wrong plan?

I suppose that you can have different plans for different RS options. You could also have one plan but just enroll people with different amounts but there's no 'user field' that can be attached to an employee enrollment. Another thought is that you could create a UF under one plan, although you wouldn't be able to get at the information via the Lawson standard reports.

We have had High Deductible Medical plans (Consumer Driven Health Plans or CDHP) with the HSA for 2 years now, and we have normal PPO medical plans too.

I'm sure there are many ways to accomplish this, we set up the HSA as an RS plan; and we have only 1 plan. The idea of separate plans, for the different limits is good. BUT, Lawson can not determine which plan some one is eligible for in the first place, so more plans on the screen will just mean more confusion for your employees.

Your plan rules; Lawson plan design limitations; and your Enrollment Method (SEA, or Paper, or third party tool) will all play a role in how you implement this. Here are some factors to consider.....

For example, If an EE elects the CDH plan, then they are eligible for the HSA. If they elect the PPO plan, then they are NOT eligible for the HSA. The problem is that Lawson can not define eligibility for the HSA based on which Medical plan they elected.

You might have your entire enrollment on line, and enroll in the HSA on paper; or you can let them enroll on line and audit to be sure they elected a contribution within the limits (this is what we did) in the second year.

A couple more points.......

Keep in mind that the HSA is EE money deposited in their PERSONAL bank account. They must FIRST have the bank account, before you can deposit the money. So, you will need tracking mechanisms to determine the funds that you may be holding on an EE before their account is active. Or you may want to NOT start any deductions until you have confirmation of the account from the bank (your call).

Also, what do you plan to do about the FSA limits if an EE is also in an HSA? (keep that in mind).

I could go on and on, but I think I've covered a lot.

Are we allowed to post our phone #s here? If so, just let me know, and if any one wants to have a conference call to discuss this topic, we can make arrangements.

Joel

Thanks for the excellent response. I think we would also rather have 1 RS plan and determine company contribution by option chose in the HL CDHP plan.

We also have an issue with knowing when the employee setup their HSA account. Right now we are negotiating with the vendor on who does what (e.g., PR539 creation).

You mention paper enrollment for the CDHP + HSA. What was your enrollment percentage for the plan in the first year? Due to all the rules surrounding the plans, we are questioning total enrollment.

As far as the FSA rules, we do not allow health FSA with the CDHP, but do allow Dependent Care FSA.

Just wondering how your HSA enrollment went?  We are in the process of settng up an HSA plan with a company match.  Did your company have a match?  Does this still work setting it up as a RS type of benefit plan?  Any suggestions would be greatly appreciated.

 

 

Yes, I have many suggestions; and yes we offer a match.

There is a lot to consider and "work arounds" to get in place because Lawson does not support the HSA.

The best thing would be a conference call. I'm in Pittsburgh, you can call my Secretary to set up a time for a call. Call Nadine Pifko at 412 330 5751 (I hope it's OK to post phone #s in this forum.) There is just too much to type here.

This same topic just came up for us - and knowing that Lawson still does not support HSA set up, would anyone share simple bullet points if they've implemented already and are working around any software limitations?

Thanks!!!

<p>Hey Stephanie</p>
<p>https://www.lawsonguru.co...awson.aspx</p>
<p>I wasn't sure if you saw this.  </p>
<p>ps</p>

That link is a great step-by-step and a good way to do it.

We set ours up a little differently, using the DC plan type because it was wide open from year to year for us. Plus we did some customizing....

1) Setup HDHP plan as HL type 25. This plan had 4 coverage tiers.
2) Setup 4 DC plans (HSA1, HSA2, HSA3, HSA4) to match each tier.
3) Setup an HSAW (waive plan), to follow our internal standards and for SEA/ESS processing

We also used Open Enrollment, but we found we had to customize the flow a bit so that we could "force" employees to pick the correct HDHP/HSA match.

1) An employee goes through Open Enrollment and pick the HDHP, tier 4 (as an example)
2) Internal coding only shows them HSA4
3) It also only shows Decline Dental and Decline HL FSA
4) Let them take Dependent Care FSA
5) Finish

If an employee chooses a standard plan, they only see HSAW (because in self service you need to have at least one DC plan enrollment if you have that plan group).

The back office part involved a lot of programs going back and forth to the vendor, and we are still tweaking things (we went live last November), but overall it is working well.

Oh, and we put in an enhancement request and it is being considered for future development. We asked they create a new plan type HS and link it to an HL-HDHP plan.

I'd reccommend entering enhancement requests... the more they get on this, the more likely they are to seriously work on it.

Hi!

I am working in our test system to set up a high deductible plan with an HSA.  Based on what I am reading, is there no way to link the high deductible plan to the HSA so that only the EEs in that plan can enroll in the HSA?

As the HRIS Specialist in a VERY small HR department, I am lacking the internal support to help me with this process.  HELP!

There is no Lawson-delivered solution, unfortunately. We wound up customizing our Open Enrollment and New Hire code so that once they picked the HDHP, they saw the HSA option. If they picked another plan, they only got the decline HSA option. How big is your company? I know a lot of solutions so far involve audits on the back end. We are just too big to be able to do that.

Please let me know if you need more info!

Thanks for the info.  We will have a programmer customizing our screens for open enrollment, so I will see if they can do something similar for us.

Thank you!

Another question.  I was told that employees can participate in a catch up with their HSA if they are 55+.  How does this effect the plan set up?

For that I think you could use different contribution groups. Our HSA is relatively new, and so we are going to build a separate deduction code for catch-up. Again, this would be manual.

Forum: Does anyone else use catch-up for HSA, and age 55+??

This is a little off topic, but I'm wondering if anyone has suggestions for a mandatory open enrollment?

I would like to do a mass termination of all current benefit plans using the BN103 with an end date of 03/31/10 so that unless an employee goes through enrollment and elects benefits for 04/01/10, their current elections will end.

I want to do this before I build new plans and change rates for the plans we are keeping so that when I run the BN105, it does not restart benefits for 04/01/10.

In test, I found that by doing the opposite, any plans that were restarted for 04/01/10 and had dependents attached, did not end when the BN103 ran & resulted in me having to manually delete the dependents from those plans before it would work. (Lots of work!)

Does this make sense?

Did you set up your HSA catch up on the PR14 screen or as a benefit plan that could be enrolled in using the BN31.2 screen?

i was going to set ours up similar to our 401(k) catch up using the PR14.

Great thread, we have had an HDHP plan along with an HSA option for several years now but our HR people have managed the HSA primarily through paper enrollment and auditing. This year they want to offer HSA as an option during open enrollment. Can someone clarify if the HSA needs to be set up as a benefit or can a savings plan be accessible during the benefit plan open enrollment process? Is the bank account information entered different than the direct deposit setup and if so how do the EE's enter that account info? Lastly, I understand there are now government mandates stating EE's must be given the ability to make changes to their HSA contribution amounts during the course of the year. If the HSA is set up as a savings plan are there any screens buried in ESS that allow EE's to make amount changes like they can do for direct deposit? If not would leaving the enrollment period "open" provide a loophole where they could reenter the amounts? With the increased adoption of HDHP / HSA we are anticipating, it will become quite inefficient for contribution changes to be done on paper. Thanks for any info.

Whatever direction you take, keep in touch with your legal folks and Lawson as the Patient Protection and Affordable Care Act will impact whatever direction you decide to take (internal modifications and/or Lawson driven stuff). There are new limits built into the legislation along with some new rules for participation, etc.

I set our HSA up as a defined contribution rather than a spending account. HSA contributions are based on a calendar year and our spending account is based on our plan year, which runs 4/1 - 3/31. Because Lawson still does not support HSA plans (I encourage you to submit this as an enhancement request) we have to do a lot of manual work on our end to make sure annual contributions do not exceed the IRS max and that only employees enrolled in the HDHP plan enroll in the HSA. Hopefully Lawson will support HDHP/HSA plans soon!

We also setup our HSA plans as DC plans. To make it work with compliance, we had to customize new hire and open enrollment to allow only valid plans with the HDHP/HSA combination. Because DC calculates annual amount, we also had to setup a manual deduction to allow mid-year enrollees to contribute the max for the given year.

Lawson is actually starting to work on this, but still submit enhancements! We met with them last year to discuss how we did it and what we'd suggest they would do. Don't hold your breath though...

We have HSA and HDHP and then we also have standard base and buy up with FSA. What we did was make the HSA a deduction and not a benefit. We had one for single and one for family and set the annual limits via a load to PR14 for decending balance. We have those over 55 notify us and we sent them to a different max. I here BSI can help with limits, but only with one item so we choose to use it to limit our 457 optional retirement plan.

With it set up as a deduction it is processed in paper like our direct deposit changes are and does not show up on ESS. Instead we changed the HTML to link the form to submit.

Has anyone customized EMSS to allow employees to change their HSA contribution amount? We are on 8.03 apps and will be moving to 9.01 soon, however my understanding is this is still not supported. I would also be interested to hear if anyone has switched to a hosted 3rd party web portal that better supports these features.

I have an HSA question that I think fits with this discussion thread:

How are you all processing the transaction to get the money from payroll deductions into the associate's HSA Bank Account?

i.e.
Are you sending an ACH file?
Do you track the associate's bank account number?
Do you just send the bank the associate's SS#?
How do you know if an bank account has been set up - or do you even care?
How do you handle money that can't be deposited because the associate has not setup an account?
How do track the money that can't be deposited (your job or the bank's)?
Have you outsourced the entire function?

Any responses would be GREATLY appreciated... (I would share what we are doing but right now we are just starting and I don't know how we are going to process this yet.)