In previous blogs I have discussed some of the benefits of owning an HSA, but what are the benefits to employers for offering HSA qualifying health plans?

One benefit is lowering your healthcare costs as an employer. Most group health plans require the employer to make some contribution to employee premium amounts. The High Deductible Health Plans that qualify for HSAs generally have lower premiums. This gives the employer the opportunity to pay a part (or all) of the premium and contribute some money to the employee’s HSA for a lower overall cost than the premium on a traditional health plan.

HSAs can offer greater flexibility to your employees when it comes to controlling health care costs and can be a less expensive alternative for you as an employer. Offering flexible benefits options helps keep employees content and may assist in attracting and retaining quality employees.

It may be time to consider HSAs for you and your employees.

Samantha Bushard is an HR employee for the Idaho office of A Plus Benefits, Inc.

One of the best things about HSAs is their flexibility. As you may have read in previous blogs, HSAs are available to individuals on High Deductible Health Plans (HDHPs). This means that you can only contribute to your HSA pre-tax while you are on a HDHP.

But say for example you decide after a few years that you need a traditional health plan due to pregnancy, illness, etc. Once you change to a traditional plan you can no longer contribute to the HSA, but you can use the money in the HSA free of tax penalties as long as you continue to spend it on qualified medical expenses.

Additionally, the HSA is created in your name, so the account moves with you from employer to employer and as long as you are still on an HDHP you can continue to contribute pre-tax. HSAs offer you the freedom to change employers and health plans without losing any of your savings.

Samantha Bushard is an HR employee for the Idaho office of A Plus Benefits, Inc.

In a previous blog I discussed what HSAs are and who qualifies to participate in them. Now I would like to discuss some of the benefits for HSAs in a series of blogs.The first benefit of HSAs is the tax savings associated with the program. Contributions to your HSA are made with pre-tax money which decreases your overall taxable income and any earnings made on money in your HSA are not considered a part of your gross income.Additionally, all distributions from your HSA used for qualified medical expenses for you, your spouse or your eligible dependents are also tax free. Consider the money you could save in taxes by using an HSA.

Samantha Bushard is an HR employee for the Idaho office of A Plus Benefits, Inc.

A USA Today article from Monday of this week stated that one in twelve full-time workers in the United States admitted to using illegal drugs in the past month. The highest rates of drug use were reported among younger workers and those in the restaurant and construction industries. The survey found that most of the illegal drug use was marijuana.

These numbers are alarming and speak to the importance of having an employee policy prohibiting the use of alcohol and drugs in the workplace. When your employees are using drugs and alcohol they are endangering themselves, their co-workers and your business.

All employees of A Plus Benefits and its clients are subject to an alcohol and drug safety policy that outlines when drug testing will occur and what happens in the event of a positive drug test. If you would like more information on creating a drug and alcohol policy for your business, please let us know.

Samantha Bushard is an HR employee for the Idaho office of A Plus Benefits, Inc.

Even if you have heard of HSAs (Health Savings Accounts) you may not understand what they are. Simply put, an HSA is a savings account that allows you to deposit pre-tax wages to be used for qualified medical expenses. Some of qualifying expenses include doctor’s fees, prescription medications, over the counter medications, dental and vision expenses, deductibles, etc. Both employers and employees can contribute to an employee’s HSA.

To qualify for an HSA you must be covered under a High Deductible Health Plan. These plans are characterized by lower premiums and higher deductibles. Combining a High Deductible Health Plan with an HSA gives you greater flexibility in how you manage healthcare costs.

It is important to remember that if you have other traditional coverage, are currently covered by Medicare or can be claimed as a dependent, you are not eligible for an HSA.

Using a High Deductible Health Plan and an HSA can present some financial risks. If you visit the doctor often, out of pocket expenses can be high. Additionally, the higher deductibles inherent with these plans can cause some financial strain. But if you are someone who rarely uses their traditional health coverage, a High Deductible Health Plan and HSA can be a great way to save money for future medical expenses. Furthermore, if you are disciplined enough to take part or all of the premium savings from a traditional health plan and place that money into the HSA these accounts can be a great resource for people dealing with varied health situations.

For more information about HSAs or to find out if you are eligible visit the A Plus Benefits corporate Website or the U.S Treasury Website.

Also, watch for more blogs on HSAs in the near future.

Samantha Bushard is an HR employee for the Idaho office of A Plus Benefits, Inc.