Implement a Successful Program - PowerPoint Presentation

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Implement a Successful Program

Set Goals and Establish Program Design

Educate Employees

Facilitate Enrollments and Contributions

Provide Ongoing Resources and Encourage Participation

Set HSA Goals

Determine what your company wishes to achieve.

Premium savings

Savings on payroll taxes with pre-tax contributions

Employee recruitment with high-quality benefits

Improved employee health

Reduced health insurance claims

Reduced sick time

Improved employee morale

Establish HSA Program Design

Make program attractive and increase enrollment potential with:

Initial employer funding

Pre-tax payroll deductions

Premium cost sharing between

employer and employee

Matching contributions with a Section 125 Cafeteria Plan

Incentivize healthy living, like the completion of a health risk assessment, with HSA contributions.

Utilize the Employer

Communication KitUtilize the Employer Communication Kit: Review relationship and employer instructions and program design tips

Provide Pre-enrollment employee materials

As indicated in the communication calendar

Forward enrollment instructions to employees

Offer continuing education materials to employees throughout the year

Refer to the communication calendar for timeline

Educate Employees

Communicate Key Messages

How an HSA worksBenefits of an HSAHealth plan terms

Deductible

Out of pocket

Co-insurance

Eligible Medical Expense

Contribution terms

Pre-taxTax-deductible

Tax-deferred

Explain How an HSA Works

Part 1

Health Savings

Account (HSA)

Part 2

HSA-Compatible

Health Plan

Use to pay qualified out-of-pocket expenses not covered by the health plan, such as services applied to the deductible, dental and vision costs.

Intended to cover medical expenses after the deductible is met. After your maximum out-of-pocket is reached, all eligible expenses are covered at 100%.

HSA

Concept

Convey Employee Advantages

Funds roll over from year to yearDiffers From typical Flexible Spending Accounts (FSAs) and Health Reimbursement Accounts (HRAs)

Triple tax benefit -

Account contributions, earnings and qualified distributions are all tax-exempt

Portability

Tax-free withdrawals for Qualified Medical Expenses even if qualifying coverage ends

Potential to use like an IRA for an added retirement benefitLong-term investment opportunities (Not FDIC insured)

Control over healthcare dollars

Provide Learning Opportunities

Schedule employee meetings View HSA Bank’s pre-enrollment presentationEmail, post or provide employee information as outlined in the Communication Calendar

Allow your employees’ spouses to attend

Direct employees to savings and decision tools

http://www.hsabank.com/HSABank/Accountholders/Calculator.aspx

Communicate employer contribution amount

Identify premium savings, company portion

Dispel HSA Myths

HSAs are for the healthy and wealthy. Traditional plans do not typically limit out-of-pocket expenses while HSA-compatible plans generally cover expenses at 100% after the maximum and provide certain preventive care services before the deductible is met.

HSAs only shift costs from employers to employees.

HSA plans may allow employers to offer healthcare coverage that might otherwise be too expensive.

Employees typically save on premiums.

Employer contributions provide funds for employees to use or save for the future.

HSAs have a triple tax benefit for added employee savings.

Facilitate Enrollments and Contributions

Forward Enrollment Materials

Email your custom Group Online Enrollment (GOE) link and enrollment instructions to your employees.

Your custom link is located in the enrollment section of the Employer Administration Area.

The Employer Communication Kit can be downloaded from the Resources section of the Employer Administration Area.

Monitor Enrollments

If you chose Post Approval enrollment, you will need to log in to the Employer Administration Area and approve applications before they can be processed. Refer to your Employer Manual for details.

If you chose

Pre-Approval,

you will need to upload an employee census file prior to the enrollment period. Census file templates are available on HSA Bank’s Employer Administration Area.

Contribute

Set up a pre-tax Section 125 Cafeteria PlanCommunicate matching employer contributionsForward the salary deduction form to employees

Sign up for Group Online Contributions (GOC) (separate sign-up form required)

or

Work with Business Relations to set up electronic employer contributions.

Provide Ongoing Resources and Encourage Participation

Highlight Support & Resources

Communicate Resources Provided by HSA BankTax documentsOngoing educational resources

Found in Employer Communication Kit

www.hsabank.com

HSA Education, FAQs

Around the clock account access

Internet Banking, Bankline

Exceptional customer serviceToll-free (800) 357-6246

M – F, 7 a.m. – 9 p.m., CT

Email – askus@hsabank.com

Secure website contact form https://secure.hsabank.com/contactus/contactus.aspx

Implement Wellness Program

Wellness programs typically improve employee health and reduce claims. Consider HSA Contribution incentives for:Health risk assessments

Documented exercise

Smoking cessation program completion

Weight management program participation

Review Your Program Annually

Review HSA Bank materials to determine if changes could enhance your programRepeat employee education for new enrollees as well as those continuing in the program

Thank you for entrusting HSA Bank with your HSA Administration.

We are dedicated to helping you achieve your HSA program goals.

Please contact our dedicated Business Relations Coordinators if you have questions or need assistance.

(866) 357-5232,

M-F, 7 a.m. – 7 p.m., CT

businessrelations@hsabank.com

Thank You