Anne Newhouse, CEBS

Information/Research Specialist at the International Foundation of Employee Benefit Plans Favorite Foundation service/product: The Information Center!  Members having the ability to have an information specialist research their topic is a great benefit. Favorite Foundation conference/event moment: Attending the 2013 CEBS conferment ceremony in Boston as an official CEBS graduate. Benefits related topics that interest her most: Benefit communication—helping employers understand what employees want and the way they want it communicated to them. Personal insight: Anne may spend her days in the International Foundation employee benefits library, patiently researching answers to member questions—but after work, she’s ready to move with a bike, hike or walk in the great outdoors.

3 thoughts on “How COBRA Interacts With HSAs, HRAs and FSAs

  1. Karen Mangino

    My question is about HRA funding and Cobra.

    If the employee and his dependents upon separation of service are enrolled in a HRA medical plan where the company funds part of the deductible the employee is offered to continue the medical coverage as well as the funding through COBRA with a premium.

    But the employee does not elect COBRA coverage for themselves but the spouse and dependents elect to continue coverage through COBRA must the same funding be offered to the spouse and/or dependent?

  2. Jean Allred

    Hello
    I have been under Cobra for 9 months. July 1st my former employer “health plan sponsor” elected to drop the Cobra HSA-qualified medical plan I was under. Is this legal for them to force me to change plan type and are my HSA contributions going to be considered “overpayments” from IRS? This doesn’t seem legal. Did I mention that the only way I discovered this is my MD office called me today to say that my Insurance would not cover my office visit next week. Then I had to navigate the COBRA company changes (my cobra payment was scheduled for tomorrow as a direct deposit). None of this seems appropriate…

  3. C Meyer

    My employment terminated 07/01/2020 but I had a balance in my FSA so I elected to continue in the FSA through the end of 2020. Can I still contribute to a HSA for 2020? If so, do I have to prorate the amount that I can contribute or can it be the full $4,550 (I am over 50)

Comments are closed.

Recommended Posts

Mental Health Parity: What Plan Sponsors Need to Know During Period of Nonenforcement of 2024 Final Rule

Kathy Bergstrom, CEBS
 

Following the announcement last month that the Departments of Labor (DOL), Health and Human Services (HHS), and the Treasury will put a hold on enforcing the 2024 final rule on the Mental Health Parity and Addiction Equity Act (MHPAEA), health plan sponsors […]

The New Look of Virtual Care: What’s Right for Employers and Plan Sponsors?

Guest Contributor
 

Benefits Magazine Extras articles provide you with bonus content on a mix of benefits topics as well as deep dives and analyses on the latest benefit trends and compliance issues. Visit ifebp.org/benefitsmagazine to see the latest Benefits Magazine Extras as well as the bimonthly print […]

Ontario’s New Long-Term Illness Leave Takes Effect Soon: What Employers Need to Know

Amanda Wilke, CEBS
 

On December 19, 2024, Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent. Amongst the changes in the bill amending the Employment Standards Act, 2000 (ESA), was the introduction of unpaid long-term illness leave, effective June 19, 2025. While the law […]