Employee Benefits FAQs
Employees who are currently enrolled in the Advantage Plan or Maximum Value Plan and do not enroll through the BenXpress platform to enroll in their 2024 benefits, their medical benefits will default to the MedFlex Plan. If you currently waive coverage and receive the $50 monthly health waiver and you do not go through BenXpress to enroll, your benefits will be waived for 2024 however, you will not receive the $50 monthly health waiver.
Yes, everyone must utilize BenXpress to complete the enrollment process, even if they are waiving coverage.
No, they would not be eligible.
Yes. If you are adding or dropping dependents, you must supply the required documentation such as marriage abstract, death certificates, divorce decree, dissolution decree, birth certificates, adoption papers, or legal court documentation. In the case of divorce or dissolution please remember, you must notify the Employee Benefits Division within 30 days of the date of event and supply the divorce decree or dissolution decree.
Yes, there is a Disability Verification form from Medical Mutual that must be completed by you and the provider caring for your adult dependent child. This will be medically reviewed by Medical Mutual of Ohio. If the medically necessary criteria for Medical Mutual is satisfied, they may remain as a covered dependent on your plan.
You have 30 days from the date of event to submit the appropriate paperwork (court documents, birth certificates, etc.) to the Employee Benefits Division at insurance@summitoh.net and complete the online process. At that time, you may change benefits, enroll in benefits or cancel benefits.
Yes. Your plan under the County would be your primary plan and Medicare would be secondary. Please note, you are not eligible to open an HSA if you enroll in any part of Medicare.
No, this is not a requirement.
Yes, you need to show proof of other coverage with your name on it, each year in order to receive the $50 monthly health waiver.
There is a list of phone numbers for the insurance providers in the Employee Benefit Program Guide. If you need assistance from the Employee Benefits Division, employees may call (330) 643-5551. Employees may leave their name, phone number and brief message and an Employee Benefits team member will follow up with you.
Vision is remaining the same. Dental is switching carriers to MetLife and the annual maximum is increasing to $1,750 because rollover is no longer available.
Only if you switch plans.
You may look up providers at www.medmutual.com. Follow the prompts as requested by the site. Please note, if you are searching for providers for the Advantage Plan or Maximum Value Plan, you will want to look up providers in the SUPERMED PPO network. If you are searching providers for the MedFlex Plan, you will want to look in the MEDFLEX network.
Both of these hospitals are still available to Medical Mutual patients through our Advantage Plan and Maximum Value Plan. If you choose to enroll in the MedFlex plan, neither of these hospitals are in the MedFlex network therefore, you will not receive payment on your claims (with the exception of true life threatening or loss of limb emergencies).
If it is a "true emergency" meaning life threatening or loss of limb, regardless of what plan you choose, you will have coverage at whatever hospital you seek services from. For services that are not "true emergency," if you choose the Advantage Plan or the Maximum Value Plan, you have a traveling network within the United States. This network is located on the back of your Medical Mutual ID card. To receive in network benefits you must seek services from a provider within that traveling network. If you are on the MedFlex plan, there is no coverage for services performed by an out of network provider that are not considered a "true emergency." Please remember, we do have our telemedicine provider, First Stop Health, which is available under all 3 plan options for non-emergent services.
All open enrollment information is located on the Employee Benefits website. You may also contact your Benefit Coordinator for information.
Although the deductible will be the same, the coinsurance limit is increasing to $3,000 for singles and $6,000 for families.
After your deductible has been satisfied, there is a coinsurance limit that must be satisfied. The County will pay 80% of the claim and the employee will pay the remaining 20% of that claim. The 20% amount the employee is required to pay is the coinsurance. Once the coinsurance limit has been met, the plan will pay 100% for services that would normally apply to deductible and coinsurance (excluding co-pays).
The deductible is increasing to $3,200 Single/$6,400 Family per IRS guidelines. Employee Contribution into the HSA is increasing to $4,150 single/$8,000 family.
This network is the SuperMed PPO Network found on the Medical Mutual website at www.medmutual.com.
All medical and drug claims apply to your deductible with the exception of your preventive services benefits. Preventive services covered under Health Care Reform are covered at 100%. Once deductible is satisfied, plan will pay all medical and drug claims at 100%.
No, once one member makes up half of that deductible ($3,200) that person's claims then pay at 100%. The rest of the family members contribute to the remaining balance of $3,200. Once that is satisfied regardless of who in the family satisfied it, the remaining family members claims will be paid at 100%. For example, Mom, Dad, Joe and Sue are all on the Maximum Value Plan. Joe has claims that add up to $3,200. At that point, any future claims Joe has will be paid at 100%. Mom incurs claims that applies $1,800 towards the family deductible and Sue incurs claims that applies the remaining $1,400 to the deductible. Now all family member's claims will pay at 100%.
You will pay the full cost of your prescription at the discounted rate which will apply to your deductible. Once that deductible is satisfied, your prescription drugs will pay at 100%.
There is a specific list of hospitals and providers you may use within the MedFlex network. Please refer to the Medical Mutual website at www.medmutual.com for a list of providers and hospitals.
You will be responsible for these charges. There is no coverage for out of network services with the exception of true life threatening or loss of limb emergency (true emergency).
If you choose to take this plan, your dependent would need to seek services by MedFlex network providers for services that are preventive or are not considered "true emergencies." They would also have care available to them through First Stop Health for non-emergencies.
Lower deductibles and employee premiums.
We encourage you to discuss these options with your provider. There is also a Drug Formulary on the Employee Benefits website to help you.
You may purchase the brand name drug if you wish however, you will be charged the brand name copay plus the cost difference between the brand name drug and the generic drug.
Although this is rare, if there is a medical reason you cannot take the generic equivalent, your provider may submit a letter of medical necessity to Express Scripts for review. A determination will be made based off of the information the provider submits. If approved, a waiver will be placed in Express Scripts' system and you will be able to receive the brand name drug at the brand name copay.
If you choose to participate in the Advantage plan or the MedFlex plan, the 90 day provision remains in place for your maintenance medications.
No, all prescription drug costs are subject to the deductible. You will pay the full cost of the medication(s) until your deductible has been satisfied.
No, you are not required to fill them for 90 days supply.
A list of in-network pharmacies is available on the Employee Benefits website.
You will receive a welcome email from TASC. If we do not have an email address for you in our system, TASC will mail the welcome letter to you. Your new card will be mailed to your home by January 1st.
These will be available to you on January 1st.
Beginning January 1, 2023, the County will change their “FSA Grace Period” to “FSA carryover”. Carryover will allow you to rollover up to a max of $610 of your remaining HCFSA balance from plan year 2023 into plan year 2024 HCFSA after all eligible claims have been submitted by the March 31, 2024 run-out deadline.
Yes, only if a 2023 claim is submitted manually, and the date of service falls within that year, funds will pull from the 2023 FSA. If the participant does not have any outstanding expenses for the previous plan year, they will have access to both plan year funds during the runout period with the TASC card. The card will pull from the current plan year first, however, if the participant did not elect into the new plan year or have already utilized the plan funds, the card will draw from the previous plan year balance up to the carryover limit. Once the runout period ends and the reconciliation period is complete (21-30 days after runout end) any remaining unused carryover funds will be applied to the current plan year’s balance.
No. The County will not be offering an FSA compatible plan to the HSA for Health Care Expenses.
You will receive a welcome email from TASC. If we do not have an email address for you in our system, TASC will mail the welcome letter to you. Your new card will be mailed to your home by January 1st.
Yes, both your DCFSA and your HSA funds will be on the same TASC card.
No. These funds are available to you when they are pulled from your paycheck and deposited on your TASC Card.
No. This is a household max and not an individual amount.
The Advantage Plan and The MedFlex Plan.
Yes. If you are currently enrolled on the Advantage plan or the MedFlex plan and you choose either plans the following year, your HRA dollars will continue to roll over to a maximum of $2,000.
No, by choosing this plan you will forfeit the money in your HRA account.
Contact TASC at the phone number on the last page of the Employee Benefit Program Guide.
Contact TASC at the phone number on the last page of the Employee Benefit Program Guide.
A type of savings account that allows you set aside money on a pre-tax basis through County payroll deductions to pay for qualified medical expenses. By using untaxed dollars in a Health Savings Account (HSA) to pay for deductibles, copayments, coinsurance, and some other expenses, you may lower your overall health care costs.
HSA's are tax advantage accounts that help you save and pay for qualified medical expenses. Benefits include:
a. Contributions are pre-tax or tax deductible.
b. Earnings are income tax-free.
c. You can make tax-free withdrawals for qualified medical expenses.
d. You may carry over unused funds from year to year.
e. The HSA is yours to keep even if you change jobs, change health plans or retire.
An HSA can be used in conjunction with a High Deductible Health Plan (HDHP)
You can use the funds in your HSA to pay for qualified medical, dental, vision and prescription drug expenses, including over the counter drugs that have been prescribed by a doctor as described in IRS Publication 502. You may also use your HSA funds as supplemental income after age 65. Once you are 65, you may withdraw funds for any reason without paying a penalty, but they will be subject to ordinary income tax. If you are under age 65 and use your HSA funds for non-qualified expenses, you will need to pay taxes on the money you withdraw as well as an additional penalty.
No, there are no administration fees assessed for the HSA, while employed with the County of Summit.
To open an HSA you must have a qualifying HDHP, like the Maximum Value Plan, and meet other IRS eligibility requirements.
a. You cannot be covered by any other health plan that is not an HDHP
b. You cannot be currently enrolled in Medicare
c. You cannot be claimed as a dependent on another person's tax return
d. You cannot have received Veterans Administration Benefits in the past 90 days (Except Service Connected Disability Benefits)
Yes, however, any amount of a distribution not used to pay for qualified medical expenses is included in your gross income. These distributions could be subject to taxes and an additional IRS tax penalty.
Employees on a single plan may contribute up to $4,150 to their HSA pre-taxed; Employees on a family plan may contribute up to $8,300 pre-taxed. The $1,000 Single/$2,000 Family Employer Contribution and Virgin Pulse money you earn is included in this amount.
You may make contributions through payroll deduction or you may submit a check along with an HSA Contribution form (Deposit slip) to TASC.
Funds are deposited to your account based on when they are pulled from your paycheck (biweekly or monthly depending on what pay schedule you are on). Unlike an FSA, funds are not available for use until they have been deposited to your account.
Once the money is deposited in your account.
Yes. Once you enroll in the TASC HSA, they will send you a debit card.
The money you put into your HSA (Including your Virgin Pulse money earned and your Employer Contribution) is yours and you may take it with you if you separate or retire from the County.
Yes, as long as they are a qualified tax dependent.
No, but it is encouraged to keep your receipts/Explanation of Benefits for expenses you claim against your HSA in the event of an IRS audit.
Yes. We do encourage you to keep records in the event you are audited by the IRS and must show proof you reimbursed yourself for qualified medical expenses.
If you enroll in the Maximum Value Plan and wish to open an HSA, information on how to enroll into the HSA offered by the county through TASC is posted on the Employee Benefits website. If you are planning on depositing pre-tax dollars from your paycheck, earning money through the Virgin Pulse program or accepting the Employer Contributions, you must have an open HSA through TASC.
Yes you may; however, if you wish to make deposits through payroll deduction, earn funds in the Virgin Pulse Wellness program or accept the Employer Contributions, this is only available to you through the TASC account set up through the county.
No, if you are enrolled in any part of medicare you may not enroll in an HSA.
Any remaining funds will remain in your account. This is your personal Health Savings Account.
If you contribute more than the IRS annual contribution limit, you have until the tax-filing deadline to withdraw excess contributions. If excess contributions are not withdrawn by the tax filing deadline, please consult a tax advisor.
Yes, once you reach age 55 you are allowed to add an additional $1,000 annually to the IRS maximum.
Yes, you must notify Employee Benefits by e-mail at insurance@summitoh.net for instructions.
Yes, you must complete the appropriate IRS form each year with your tax return to report total deposits and withdrawals from your account. For more information on tax reporting please consult a tax advisor.
You may no longer contribute to your HSA, however, you may still use the remaining funds to pay or be reimbursed for future qualified medical expenses.
Since you are the owner of the HSA you may continue to maintain the account when you change employers. The funds are yours to keep.
If you are married, your spouse will become the owner of the account and assume it as their own HSA. If you are not married, your account will cease to be an HSA. The money in your account will pass to your beneficiaries or become a part of your estate and it will be subject to the applicable taxes.
You may no longer contribute to the HSA, however you may use the funds in that account to pay for qualified medical expenses.
The county will be contributing $1,000 for those enrolled in a single plan and $2,000 for those enrolled in a family plan for employees actively at work at the time of deposit. Employees must have an HSA opened through TASC at time of deposit. The Employer Contributions will be divided equally and deposited quarterly for the year.
No, once money is deposited in your account, it is yours to keep. You do not cap out nor do you have rollover. Money in the account, including Virgin Pulse dollars and Employer Contributions, does not have to be used by the end of the year. This is an employee owned account and may be used at the employee's discretion.
No, you must choose between the OPERS stipend or contributing to the HSA. If you choose to take the stipend and wish to use that money to reimburse yourself for your County premium (Single or family coverage) you must choose the "post tax" option for medical benefits to be able to reimburse yourself. Also, please note, you may only choose that "post tax" option at open enrollment or if you have a mid-year qualifying event.
Yes. You need to request this from the provider while you are on the call and if your diagnosis warrants a doctor's slip for work or school, the provider will send the doctors note through your FSH portal.
FSH you speak with a provider to receive a diagnosis and possibly a prescription. Nurseline is an informational line. They are unable to diagnose or orders scripts.
Yes. You do not have to be covered under the county benefits to use the FSH benefits. You and members who live in your household are able to utilize FSH.
Once you have enrolled for County Benefits, your information will take up to 4-weeks to be built into the Personify Health (Virgin Pulse) platform. After the grace period, you will be able to setup your account by using your personal information and County credentials. The Personify Health (Virgin Pulse) website you will visit is http://join.virginpulse.com/Summit. Enjoy the Personify Health (Virgin Pulse) Experience!
Yes, there will be a Mental Health Pledge you may sign to receive an additional $50.00 (For Employees Only).
Yes, spouses are able to earn points to equate to dollars as well as the employee. The funds for both you and your spouse are put together on the same TASC debit card or are deposited into your HSA, depending on what plan you are enrolled in. Please note, spouses are not eligible to earn money for signing the Nicotine Agreement, Mental Health Pledge or participating in Wellbeats and Rethink Care. These are an employee only benefits.
If you choose the Advantage Plan or the MedFlex plan, you are able to roll over $2,000. If you are enrolled in the Maximum Value Plan, your money will remain in your account as that account is your personal account. If you are moving from the Advantage Plan or MedFlex Plan to the Maximum Value Plan, you will forfeit any Virgin Pulse money that is currently in your HRA account.
The County of Summit offers employees the use of the SummitFit Fitness Facilities during the designated times. Please visit the link to find out more.
Discounts to fitness centers outside of our campus facilities, can be found on our website under Health & Wellness, Participating Fitness Facilities.
General FAQs
Employees who are currently enrolled in the Advantage Plan or Maximum Value Plan and do not enroll through the BenXpress platform to enroll in their 2024 benefits, their medical benefits will default to the MedFlex Plan. If you currently waive coverage and receive the $50 monthly health waiver and you do not go through BenXpress to enroll, your benefits will be waived for 2024 however, you will not receive the $50 monthly health waiver.
Yes, everyone must utilize BenXpress to complete the enrollment process, even if they are waiving coverage.
No, they would not be eligible.
Yes. If you are adding or dropping dependents, you must supply the required documentation such as marriage abstract, death certificates, divorce decree, dissolution decree, birth certificates, adoption papers, or legal court documentation. In the case of divorce or dissolution please remember, you must notify the Employee Benefits Division within 30 days of the date of event and supply the divorce decree or dissolution decree.
Yes, there is a Disability Verification form from Medical Mutual that must be completed by you and the provider caring for your adult dependent child. This will be medically reviewed by Medical Mutual of Ohio. If the medically necessary criteria for Medical Mutual is satisfied, they may remain as a covered dependent on your plan.
You have 30 days from the date of event to submit the appropriate paperwork (court documents, birth certificates, etc.) to the Employee Benefits Division at insurance@summitoh.net and complete the online process. At that time, you may change benefits, enroll in benefits or cancel benefits.
Yes. Your plan under the County would be your primary plan and Medicare would be secondary. Please note, you are not eligible to open an HSA if you enroll in any part of Medicare.
No, this is not a requirement.
Yes, you need to show proof of other coverage with your name on it, each year in order to receive the $50 monthly health waiver.
There is a list of phone numbers for the insurance providers in the Employee Benefit Program Guide. If you need assistance from the Employee Benefits Division, employees may call (330) 643-5551. Employees may leave their name, phone number and brief message and an Employee Benefits team member will follow up with you.
Vision is remaining the same. Dental is switching carriers to MetLife and the annual maximum is increasing to $1,750 because rollover is no longer available.
Only if you switch plans.
You may look up providers at www.medmutual.com. Follow the prompts as requested by the site. Please note, if you are searching for providers for the Advantage Plan or Maximum Value Plan, you will want to look up providers in the SUPERMED PPO network. If you are searching providers for the MedFlex Plan, you will want to look in the MEDFLEX network.
Both of these hospitals are still available to Medical Mutual patients through our Advantage Plan and Maximum Value Plan. If you choose to enroll in the MedFlex plan, neither of these hospitals are in the MedFlex network therefore, you will not receive payment on your claims (with the exception of true life threatening or loss of limb emergencies).
If it is a "true emergency" meaning life threatening or loss of limb, regardless of what plan you choose, you will have coverage at whatever hospital you seek services from. For services that are not "true emergency," if you choose the Advantage Plan or the Maximum Value Plan, you have a traveling network within the United States. This network is located on the back of your Medical Mutual ID card. To receive in network benefits you must seek services from a provider within that traveling network. If you are on the MedFlex plan, there is no coverage for services performed by an out of network provider that are not considered a "true emergency." Please remember, we do have our telemedicine provider, First Stop Health, which is available under all 3 plan options for non-emergent services.
All open enrollment information is located on the Employee Benefits website. You may also contact your Benefit Coordinator for information.
Health Plan FAQs
Although the deductible will be the same, the coinsurance limit is increasing to $3,000 for singles and $6,000 for families.
After your deductible has been satisfied, there is a coinsurance limit that must be satisfied. The County will pay 80% of the claim and the employee will pay the remaining 20% of that claim. The 20% amount the employee is required to pay is the coinsurance. Once the coinsurance limit has been met, the plan will pay 100% for services that would normally apply to deductible and coinsurance (excluding co-pays).
The deductible is increasing to $3,200 Single/$6,400 Family per IRS guidelines. Employee Contribution into the HSA is increasing to $4,150 single/$8,000 family.
This network is the SuperMed PPO Network found on the Medical Mutual website at www.medmutual.com.
All medical and drug claims apply to your deductible with the exception of your preventive services benefits. Preventive services covered under Health Care Reform are covered at 100%. Once deductible is satisfied, plan will pay all medical and drug claims at 100%.
No, once one member makes up half of that deductible ($3,200) that person's claims then pay at 100%. The rest of the family members contribute to the remaining balance of $3,200. Once that is satisfied regardless of who in the family satisfied it, the remaining family members claims will be paid at 100%. For example, Mom, Dad, Joe and Sue are all on the Maximum Value Plan. Joe has claims that add up to $3,200. At that point, any future claims Joe has will be paid at 100%. Mom incurs claims that applies $1,800 towards the family deductible and Sue incurs claims that applies the remaining $1,400 to the deductible. Now all family member's claims will pay at 100%.
You will pay the full cost of your prescription at the discounted rate which will apply to your deductible. Once that deductible is satisfied, your prescription drugs will pay at 100%.
There is a specific list of hospitals and providers you may use within the MedFlex network. Please refer to the Medical Mutual website at www.medmutual.com for a list of providers and hospitals.
You will be responsible for these charges. There is no coverage for out of network services with the exception of true life threatening or loss of limb emergency (true emergency).
If you choose to take this plan, your dependent would need to seek services by MedFlex network providers for services that are preventive or are not considered "true emergencies." They would also have care available to them through First Stop Health for non-emergencies.
Lower deductibles and employee premiums.
Prescription FAQs
We encourage you to discuss these options with your provider. There is also a Drug Formulary on the Employee Benefits website to help you.
You may purchase the brand name drug if you wish however, you will be charged the brand name copay plus the cost difference between the brand name drug and the generic drug.
Although this is rare, if there is a medical reason you cannot take the generic equivalent, your provider may submit a letter of medical necessity to Express Scripts for review. A determination will be made based off of the information the provider submits. If approved, a waiver will be placed in Express Scripts' system and you will be able to receive the brand name drug at the brand name copay.
If you choose to participate in the Advantage plan or the MedFlex plan, the 90 day provision remains in place for your maintenance medications.
No, all prescription drug costs are subject to the deductible. You will pay the full cost of the medication(s) until your deductible has been satisfied.
No, you are not required to fill them for 90 days supply.
A list of in-network pharmacies is available on the Employee Benefits website.
Dental | Vision FAQs
FSA | HSA | HRA FAQs
You will receive a welcome email from TASC. If we do not have an email address for you in our system, TASC will mail the welcome letter to you. Your new card will be mailed to your home by January 1st.
These will be available to you on January 1st.
Beginning January 1, 2023, the County will change their “FSA Grace Period” to “FSA carryover”. Carryover will allow you to rollover up to a max of $610 of your remaining HCFSA balance from plan year 2023 into plan year 2024 HCFSA after all eligible claims have been submitted by the March 31, 2024 run-out deadline.
Yes, only if a 2023 claim is submitted manually, and the date of service falls within that year, funds will pull from the 2023 FSA. If the participant does not have any outstanding expenses for the previous plan year, they will have access to both plan year funds during the runout period with the TASC card. The card will pull from the current plan year first, however, if the participant did not elect into the new plan year or have already utilized the plan funds, the card will draw from the previous plan year balance up to the carryover limit. Once the runout period ends and the reconciliation period is complete (21-30 days after runout end) any remaining unused carryover funds will be applied to the current plan year’s balance.
No. The County will not be offering an FSA compatible plan to the HSA for Health Care Expenses.
You will receive a welcome email from TASC. If we do not have an email address for you in our system, TASC will mail the welcome letter to you. Your new card will be mailed to your home by January 1st.
Yes, both your DCFSA and your HSA funds will be on the same TASC card.
No. These funds are available to you when they are pulled from your paycheck and deposited on your TASC Card.
No. This is a household max and not an individual amount.
The Advantage Plan and The MedFlex Plan.
Yes. If you are currently enrolled on the Advantage plan or the MedFlex plan and you choose either plans the following year, your HRA dollars will continue to roll over to a maximum of $2,000.
No, by choosing this plan you will forfeit the money in your HRA account.
Contact TASC at the phone number on the last page of the Employee Benefit Program Guide.
Contact TASC at the phone number on the last page of the Employee Benefit Program Guide.
A type of savings account that allows you set aside money on a pre-tax basis through County payroll deductions to pay for qualified medical expenses. By using untaxed dollars in a Health Savings Account (HSA) to pay for deductibles, copayments, coinsurance, and some other expenses, you may lower your overall health care costs.
HSA's are tax advantage accounts that help you save and pay for qualified medical expenses. Benefits include:
a. Contributions are pre-tax or tax deductible.
b. Earnings are income tax-free.
c. You can make tax-free withdrawals for qualified medical expenses.
d. You may carry over unused funds from year to year.
e. The HSA is yours to keep even if you change jobs, change health plans or retire.
An HSA can be used in conjunction with a High Deductible Health Plan (HDHP)
You can use the funds in your HSA to pay for qualified medical, dental, vision and prescription drug expenses, including over the counter drugs that have been prescribed by a doctor as described in IRS Publication 502. You may also use your HSA funds as supplemental income after age 65. Once you are 65, you may withdraw funds for any reason without paying a penalty, but they will be subject to ordinary income tax. If you are under age 65 and use your HSA funds for non-qualified expenses, you will need to pay taxes on the money you withdraw as well as an additional penalty.
No, there are no administration fees assessed for the HSA, while employed with the County of Summit.
To open an HSA you must have a qualifying HDHP, like the Maximum Value Plan, and meet other IRS eligibility requirements.
a. You cannot be covered by any other health plan that is not an HDHP
b. You cannot be currently enrolled in Medicare
c. You cannot be claimed as a dependent on another person's tax return
d. You cannot have received Veterans Administration Benefits in the past 90 days (Except Service Connected Disability Benefits)
Yes, however, any amount of a distribution not used to pay for qualified medical expenses is included in your gross income. These distributions could be subject to taxes and an additional IRS tax penalty.
Employees on a single plan may contribute up to $4,150 to their HSA pre-taxed; Employees on a family plan may contribute up to $8,300 pre-taxed. The $1,000 Single/$2,000 Family Employer Contribution and Virgin Pulse money you earn is included in this amount.
You may make contributions through payroll deduction or you may submit a check along with an HSA Contribution form (Deposit slip) to TASC.
Funds are deposited to your account based on when they are pulled from your paycheck (biweekly or monthly depending on what pay schedule you are on). Unlike an FSA, funds are not available for use until they have been deposited to your account.
Once the money is deposited in your account.
Yes. Once you enroll in the TASC HSA, they will send you a debit card.
The money you put into your HSA (Including your Virgin Pulse money earned and your Employer Contribution) is yours and you may take it with you if you separate or retire from the County.
Yes, as long as they are a qualified tax dependent.
No, but it is encouraged to keep your receipts/Explanation of Benefits for expenses you claim against your HSA in the event of an IRS audit.
Yes. We do encourage you to keep records in the event you are audited by the IRS and must show proof you reimbursed yourself for qualified medical expenses.
If you enroll in the Maximum Value Plan and wish to open an HSA, information on how to enroll into the HSA offered by the county through TASC is posted on the Employee Benefits website. If you are planning on depositing pre-tax dollars from your paycheck, earning money through the Virgin Pulse program or accepting the Employer Contributions, you must have an open HSA through TASC.
Yes you may; however, if you wish to make deposits through payroll deduction, earn funds in the Virgin Pulse Wellness program or accept the Employer Contributions, this is only available to you through the TASC account set up through the county.
No, if you are enrolled in any part of medicare you may not enroll in an HSA.
Any remaining funds will remain in your account. This is your personal Health Savings Account.
If you contribute more than the IRS annual contribution limit, you have until the tax-filing deadline to withdraw excess contributions. If excess contributions are not withdrawn by the tax filing deadline, please consult a tax advisor.
Yes, once you reach age 55 you are allowed to add an additional $1,000 annually to the IRS maximum.
Yes, you must notify Employee Benefits by e-mail at insurance@summitoh.net for instructions.
Yes, you must complete the appropriate IRS form each year with your tax return to report total deposits and withdrawals from your account. For more information on tax reporting please consult a tax advisor.
You may no longer contribute to your HSA, however, you may still use the remaining funds to pay or be reimbursed for future qualified medical expenses.
Since you are the owner of the HSA you may continue to maintain the account when you change employers. The funds are yours to keep.
If you are married, your spouse will become the owner of the account and assume it as their own HSA. If you are not married, your account will cease to be an HSA. The money in your account will pass to your beneficiaries or become a part of your estate and it will be subject to the applicable taxes.
You may no longer contribute to the HSA, however you may use the funds in that account to pay for qualified medical expenses.
The county will be contributing $1,000 for those enrolled in a single plan and $2,000 for those enrolled in a family plan for employees actively at work at the time of deposit. Employees must have an HSA opened through TASC at time of deposit. The Employer Contributions will be divided equally and deposited quarterly for the year.
No, once money is deposited in your account, it is yours to keep. You do not cap out nor do you have rollover. Money in the account, including Virgin Pulse dollars and Employer Contributions, does not have to be used by the end of the year. This is an employee owned account and may be used at the employee's discretion.
No, you must choose between the OPERS stipend or contributing to the HSA. If you choose to take the stipend and wish to use that money to reimburse yourself for your County premium (Single or family coverage) you must choose the "post tax" option for medical benefits to be able to reimburse yourself. Also, please note, you may only choose that "post tax" option at open enrollment or if you have a mid-year qualifying event.
Telemedicine FAQs
Yes. You need to request this from the provider while you are on the call and if your diagnosis warrants a doctor's slip for work or school, the provider will send the doctors note through your FSH portal.
FSH you speak with a provider to receive a diagnosis and possibly a prescription. Nurseline is an informational line. They are unable to diagnose or orders scripts.
Yes. You do not have to be covered under the county benefits to use the FSH benefits. You and members who live in your household are able to utilize FSH.
Wellness FAQs
Once you have enrolled for County Benefits, your information will take up to 4-weeks to be built into the Personify Health (Virgin Pulse) platform. After the grace period, you will be able to setup your account by using your personal information and County credentials. The Personify Health (Virgin Pulse) website you will visit is http://join.virginpulse.com/Summit. Enjoy the Personify Health (Virgin Pulse) Experience!
Yes, there will be a Mental Health Pledge you may sign to receive an additional $50.00 (For Employees Only).
Yes, spouses are able to earn points to equate to dollars as well as the employee. The funds for both you and your spouse are put together on the same TASC debit card or are deposited into your HSA, depending on what plan you are enrolled in. Please note, spouses are not eligible to earn money for signing the Nicotine Agreement, Mental Health Pledge or participating in Wellbeats and Rethink Care. These are an employee only benefits.
If you choose the Advantage Plan or the MedFlex plan, you are able to roll over $2,000. If you are enrolled in the Maximum Value Plan, your money will remain in your account as that account is your personal account. If you are moving from the Advantage Plan or MedFlex Plan to the Maximum Value Plan, you will forfeit any Virgin Pulse money that is currently in your HRA account.
The County of Summit offers employees the use of the SummitFit Fitness Facilities during the designated times. Please visit the link to find out more.
Discounts to fitness centers outside of our campus facilities, can be found on our website under Health & Wellness, Participating Fitness Facilities.
© 2023 County of Summit Executive Shapiro, Div. of Employee Benefits.
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