Health Reimbursement Arrangements

BAS’ Health Reimbursement Arrangement (“HRA”) solution provides clients with three valuable service level options:

(1) HRA Standalone administration,
(2) FSA Standalone administration and
(3) Combined HRA and FSA administration.

Conversions from Current HRA Providers to BAS (Mid-year Conversions)

BAS is accepting mid-year conversions from both current and prospective clients and at no additional cost to its standard setup fees. The conversion process can be quick and easy without an interruption in services.

HRA Debit Card

BAS’ HRA solution includes integration with its Benny Card MasterCard®, as is presently available with BAS’ FSA programs. This single-platform debit card supports automatic electronic transfer of pre-tax dollars from an HRA when paying for qualified expenses and can accommodate both an HRA and FSA on the same card. This simplification empowers employers and their consultants to design strategic medical plan offerings to best combat rising health coverage costs.

HRA Pricing

BAS’s pricing will be extremely competitive and offer the same per participant price regardless of the design and combination of health FSAs and HRAs.

HRA Design Flexibility

BAS will support standalone HRA designs and integrated HRA and FSA designs. BAS will support a wide range of HRA plan designs including plans with “Employee-Paid First Dollar Offsets” and “Annual Rollover Amounts.”  BAS, through its Cobra Control Services, LLC subsidiary, will administer COBRA continuation coverage for an HRA, to the extent the HRA is a group health plan subject to COBRA continuation coverage requirements.  Separate pricing for COBRA administration will apply.

Online Information with

BAS’ will provide HRA participants with comprehensive HRA balance, claims and EOB information online, as it does for participants in its FSA programs.

HRA Background

Health Reimbursement Arrangements, or HRAs, are employer-sponsored health plans with patient-directed features that give employees choice and control over their health care coverage. The IRS released guidance on HRAs in 2002 providing that HRAs meeting certain requirements would not be taxable to employees.  In the approximately ten years since their inception, many employers find HRAs a welcome alternative to the traditional health plan structure. HRAs allow insurance advisers and health plan administrators the opportunity to design innovative programs of health plan coverage utilizing the fully insured, or self-funded health plans employers work with everyday.