Nothing feels higher whenever you’re chilled to the bone on a chilly winter day than to drink a pleasant scorching cup of cocoa. Common-objective health versatile financial savings account (FSA) or health reimbursement arrangement. This is among the commonest disqualifications. It is not that the employee’s employer allowed them within the common-objective account, which reimburses any and all medical care expenses. Nowadays employers will set up eligibility guidelines that only permit HSA-eligible staff in a restricted objective (dental, imaginative and prescient, preventive care only) or publish-deductible health FSA or HRA (or a mixture of the 2). As a substitute, it’s the employee’s partner or domestic partner who has a general-purpose health FSA that covers the employee. It does not matter if the employee’s bills are never reimbursed from the partner’s common-function health FSA. That coverage is a disqualifier.
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