FAQ

The reason for a denied transaction on a Benny card can vary based on the type of account and the nature of the purchase. Here are a few common scenarios:

1. HRA Transactions: If your employee has a Health Reimbursement Arrangement (HRA), the denial could be due to the purchase not aligning with eligible medical expenses. Ensure that the expense is qualified under the HRA guidelines.
2. FSA Transactions: For Flexible Spending Account (FSA) holders, denied transactions may occur if the purchase doesn’t meet the IRS-approved list of eligible expenses. Double-check the nature of the expense against the FSA guidelines.
3. Merchant Restrictions: Some merchants may have restrictions on the types of expenses that can be charged to a benefits card. If the purchase is from a vendor with specific limitations, it may result in a denial.
4. Insufficient Funds: Verify that there are sufficient funds available in the employee’s account to cover the expense. If the account balance is insufficient, the transaction may be declined. If the amount of the expense exceeds the available balance you must run the transaction for the exact dollar amount and pay for the rest out of pocket.

What to Do:

• For HRA or FSA-related denials, review the specific guidelines associated with each account type.
• Confirm that the purchase aligns with eligible expenses.
• Check the account balance to ensure there are enough funds to cover the transaction.
• If issues persist, encourage employees to contact our support team for personalized assistance.

Remember, the Benny card is a convenient way to access and utilize your benefits, but understanding the guidelines associated with your specific account type is crucial for successful transactions. If you have further questions or encounter persistent issues, feel free to reach out to us for assistance.

When an employee is terminated, you should notify your dedicated NationalHR representative so that they can make the appropriate adjustments.

No

If an employee misses open enrollment, they will need to wait until the next plan year unless they experience a qualifying life event that would make them eligible for enrollment again.

HRA (Health Reimbursement Account) funds can be utilized for in-network medical expenses, including copays, doctor fees, and prescriptions. However, they cannot cover over-the-counter items, dental or vision costs, unless these expenses are billed through your medical insurance. In such cases, the HRA card cannot be used directly at the provider’s office; instead, you must submit a reimbursement claim. The only exceptions are for vision in case of eye injuries billed through medical insurance and for dental procedures, specifically impacted wisdom tooth removal, where medical insurance billing is applicable.

A Flexible Spending Account (FSA) can be used for a variety of eligible medical and dependent care expenses. Here’s a breakdown of what an FSA can typically cover.

Health Care FSA
Medical Expenses: Copayments, deductibles, prescription medications, and other qualified medical services not covered by insurance.
Dental Expenses: Procedures, treatments, and dental supplies, including copays and deductibles, but excluding cosmetic procedures.
Vision Expenses: Eye exams, prescription glasses, contact lenses, and vision correction surgeries.
Medical Supplies: Bandages, crutches, diagnostic devices, and other medical supplies.
Prescription Medications: Both prescribed and over-the-counter medications if prescribed by a doctor.
Mental Health Services: Therapy sessions, counseling, and psychiatric care.

Dependent Care FSA:
Childcare: Daycare services, preschool, before- and after-school care programs.
Adult Dependent Care: Services for elderly parents or adult dependents who are physically or mentally incapable of self-care.

It’s important to note that eligible expenses can vary slightly based on specific plan details and IRS regulations. Additionally, some employers offer a grace period or a carryover option for FSA funds, allowing employees extra time to use any remaining funds after the plan year ends.

An FSA, or Flexible Spending Account, is a tax-advantaged financial account that allows employees to set aside a portion of their pre-tax earnings to pay for eligible medical, dental, vision, and dependent care expenses. The money contributed to an FSA is deducted from the employee’s paycheck before taxes are withheld, which reduces their taxable income.

At the plan year’s end, employers permit up to $610 of unused funds to carry over to the next year in a flexible spending account (FSA). However, this rollover is not cumulative; the carried-over amount can never exceed $610. Any funds exceeding this limit are forfeited.

A Health Reimbursement Account (HRA) is an employer-funded benefit plan that helps employees pay for qualified medical expenses. Here’s how it works:

• Employer-Funded: HRAs are funded solely by the employer. Employees do not contribute to this account through payroll deductions.
• Reimbursement for Medical Expenses: Employees can use the funds from the HRA to reimburse themselves for eligible medical expenses. These expenses can include deductibles, copayments, prescriptions, and other qualified healthcare costs.
• Tax-Advantaged: HRA contributions made by the employer are tax-deductible for the employer, and the reimbursements to employees for qualified medical expenses are generally tax-free.
• Customizable by Employers: Employers have the flexibility to design HRAs according to their preferences. They can determine the amount contributed, the types of expenses covered, and other specific rules and limitations.
• No Rollover of Funds: Unlike Health Savings Accounts (HSAs) or Flexible Spending Accounts (FSAs), HRAs do not allow funds to roll over from year to year. Any unused funds typically revert back to the employer at the end of the plan year.

COBRA, the Consolidated Omnibus Budget Reconciliation Act of 1985, mandates that eligible individuals, known as “qualified beneficiaries,” have the option to extend specific employer-sponsored health benefits temporarily at their own expense. This option is triggered by a “qualifying event” such as employment termination, reduced work hours, divorce, death, or Medicare eligibility. Qualified beneficiaries encompass employees and their dependents. The employer has 30 days from the date of the member’s termination to submit the information to NationalHR.

1. Download the NationalHR Mobile App: Head to your app store, search for “NationalHR,” and download our mobile app on your Android or Apple Device
2. Log in with Your Credentials: Use your username and password to log in. If you don’t have this information, give us a call, and we’ll assist you.
3. View Your Account Balance: Once logged in, your account balance will be conveniently displayed on the home page.
4. Submit a Claim: To submit a claim, click on the “Submit Claim” button. Follow the on-screen instructions to complete the process.
5. Need More Guidance? Visit our Resources Page for a video with step-by-step instructions on submitting claims. It’s a helpful visual guide to ensure you navigate the process effortlessly.

If you find yourself exceeding all of your Health Reimbursement Arrangement (HRA) funds, a standard procedure involves conducting an audit of your account. During this audit, we would request a claim summary report to thoroughly assess your medical expenses. The purpose of this audit is to determine whether you have reached your deductible, a crucial factor that influences how the excess expenses are handled.

In the event that you have surpassed your deductible, certain additional medical costs may be eligible for reimbursement, depending on the terms outlined in your HRA plan. However, it’s essential to note that the specifics can vary, and it’s crucial to review the details of your plan documentation or consult directly with your benefits administrator for precise information.

Keep in mind that if you exceed your HRA funds and have not reached your deductible, you may be responsible for covering the surplus expenses out of pocket. Understanding the nuances of your HRA plan and staying informed about your current deductible status will help you navigate any potential financial implications effectively. If you have any concerns or questions, feel free to reach out to our team, and we’ll be happy to assist you in navigating your HRA benefits.