Benefit Administration Services
Providing unparalleled service in administering COBRA, Flexible Spending Accounts, Health Reimbursement Arrangements, Health Savings Accounts and Parking & Transit plans.
All services provided in-house for quick turnaround and faster resolution!
When your company partners with CGI Business Solutions, your employees can be confident that they will receive a personal touch with a high level of attention to detail. With a client to service staff ratio 1/3 the industry average, we are able to enhance the client experience by providing all Benefit Administration services under one roof.
Health Reimbursement Arrangements
A Health Reimbursement Arrangement (HRA) is an Internal Revenue Service (IRS)-sanctioned program that allows an employer to set aside funds in order to reimburse participating employees who paid qualified medical expenses. Employers find HRAs an attractive option because HRA administrators process payments for eligible expenses, thus relieving the employer of the burden.
At CGI, administering claims through an HRA is a seamless and automated process. We have the relationships and programs in place to directly operate an HRA and alleviate this responsibility from your company. As a provider of total business solutions, let us custom design a benefits product that best suits your company.
Cafeteria Plans (FSA, DCAP, POP)
How does an FSA work?
Contributing to a Flexible Spending Account is easy! You choose whether to set aside money for medical expenses, dependent expenses or both. If your Flexible Spending Account Plan allows for both medical and dependent care accounts, you will be notified of the annual limits that you can contribute.
Typically, the employer limits how much you can contribute to a medical FSA, and Dependent Care FSAs are generally set to a $5,000 limit per plan year. Each pay period, the amount you choose to contribute will be deducted from your gross pay and deposited into your Flexible Spending Account. Throughout the year as you incur expenses that are not covered by insurance, you can use the money in your Medical Flexible Spending Accounts to pay for them.
Health Savings Accounts (HSA)
Funds for qualified medical expenses
A Health Savings Account (HSA) enables you to save, invest and spend funds for qualified medical expenses on a tax-advantaged basis. Unlike a Health Flexible Spending Account (FSA) “all unused” funds roll over from year to year. HSA eligibility requires you to be covered by a qualified High Deductible Health Plan (HDHP) with minimum required deductibles.
Eligibility, as outlined by the IRS, also states that you cannot be covered by another non-qualified healthcare plan, such as a health plan sponsored by your spouse’s employer, Medicare or TriCare and that you cannot be claimed as a dependent on another individual’s tax return.
Navigating the world of COBRA and the laws surrounding it can be challenging and time consuming for employers. With our dedicated staff of COBRA Administrators and our advanced automated COBRA software, the CGI COBRA Team is here to support employees, and your Human Resources staff throughout the entire COBRA process with our superior COBRA administrative staff and COBRA services.
Employers have access to our online system at any time to view the status and information of their existing COBRA participants and can have the ability to generate a wide variety of COBRA related reports. The CGI COBRA Team is certified in COBRA, Cafeteria Plans, as well as in Human Resources. Our team is dedicated and willing to assist COBRA participants and our COBRA clients all with commonly asked (as well as “uncommonly” asked) questions and concerns regarding COBRA in conjunction with confirming COBRA account activity and COBRA account status.