Oversee all employee benefits administration for FSA, HSA, Dependent Care, plus 50 more benefit accounts all with ONE Portal, ONE Mobile App, and ONE Card.
TASC Offerings
Get the advantages of one-stop-shopping for all of your employee benefit and compliance needs backed by outstanding customer care, innovative technology, and 45+ years of expertise.
From standard healthcare benefits like FSA, HSA and HRA to Family, Lifestyle, and COBRA, TASC offers the efficiency of a single platform and instant configurability.
Employers
Learn how can you make the benefit experience easy and intuitive, save time and money and increase employee satisfaction through benefit account participation.
Distributors
Our distributors are a robust team of health insurance brokers, agents, tax professionals, and financial planners who help their clients handle benefits administration, continuation needs and compliance requirements.
Our Partners
Our goal is to provide wider access to comprehensive benefit options for both, employees and employers, through a network of businesses, brokers, and strategic partnerships.
Discover a solution that best fits your organization and become a part of the TASC network today.
Blog
Read the latest industry news and browse benefit resources gathered by our team of experts. Subscribe to TASC Tracker to stay updated on compliance and benefit updates, plus more news impacting employers.
Eligible Expenses
Browse a list of FSA, HSA, HRA eligible expenses. Use your TASC Card to pay for healthcare-qualified expenses at clinics, optometrists, dentists, pharmacies and other merchants.
Benefit Limits
Regulatory limits allowed for each benefit account including Flexible Spending Accounts, Health Savings Accounts, Transportation Benefits, Qualified Small Employer HRA and Excepted Benefit HRA.
PLAN ADVISOR
With TASC’s Plan Advisor, current TASC clients now have access to an advisor, who can help you plan, select, and tackle important employee benefit account decisions as your business evolves.
Upcoming Webinars
Maximizing Employee Benefits on a Small Business Budget: Team Up with TASC
1.0 HRCI & 1.0 SHRM: Health Savings Accounts (HSA): The Benefit That Can Have the Greatest Impact for Your Employees’ Futures
Avoiding Common Mistakes: A Guide to COBRA Compliance
About Us
With nearly 50 years of experience administering employee benefits for 80,000+ clients, TASC has a rich history in serving businesses of all sizes nationwide.
Leadership
Meet our officers and executives. Read their TASC journey and learn more about their positions at our organization.
Board of Advisors
TASC has gathered an outstanding group of individuals to carry out the mission and vision of our organization.
TASC Cares
We have a long-standing commitment to supporting our community and those less fortunate. We are privileged to share our success and give back to those in need.
Careers
We’re committed to making a difference for our clients and our employees. Join our team of over 700+ employees and experience the TASC difference.
About TASC
As the nation’s largest privately held third-party benefits administrator, TASC has a mission to improve the health, wealth and well-being of its customers, employees, and communities.
HEALTHCARE
An HRA is the right choice for employers who want to provide maximum employee healthcare benefits in conjunction with a high-deductible health plan (HDHP). Employers allocate a set dollar amount for employee medical expenses, and employees pay for healthcare expenses with tax-free, employer-provided funds.
TASC offers multiple HRA Plans that you can choose from to create a tax-free benefit that works for your organization. Our standard HRA Plan offers three plan design options to fit types of expenses covered. Plus, our unique funding arrangement allows claim payment to employees before full plan funding has been received. Our standard HRA Plan offers:
Employer reimburses participant for qualified medical, dental, and vision expenses. Expenses are determined by the employer, typically medical deductible/coinsurance.
TAX ADVANTAGED
Available to employees who choose the group health insurance plan, this account supplements their coverage by helping with out-of-pocket healthcare costs. The covered expenses, typically including medical deductibles and coinsurance, are determined by the employer.
TAX ADVANTAGED
Participant Benefits
Employer Benefits
Allows employee to enroll in an individual health plan. Allows employer to offer a Healthcare FSA. Employer determines expenses, which can include health insurance premiums along with out-of-pocket medical, dental, and vision expenses.
Participant Benefits
Employer Benefits
TAX ADVANTAGED
Enables retired employees to use funds to pay for premiums and expenses during retirement. Expenses are determined by the employer and typically cover out-of-pocket medical, dental, and vision expenses.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Employer reimburses participants for qualified wellness-related expenses. The specific expenses, determined by the employer, may include health risk assessments, gym or health club memberships, and programs for weight loss or smoking cessation.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Employer reimburses participant for medical expenses as a result of a public healthcare crisis. Expenses include: out of pocket medical, dental and vision expenses.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Enables small employers (with fewer than 50 full-time or full-time equivalent employees) to reimburse their employees for eligible medical expenses. These expenses, typically defined by the employer, often include out-of-pocket costs for medical, dental, and vision care, as well as insurance premiums.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Employers of any size can reimburse employees for medical, dental, and vision out-of-pocket costs, as well as premiums for dental, vision, and COBRA, even if they aren’t enrolled in the Group Health Plan (GHP).
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Employer reimburses participant for Medicare Part B or D premiums for excepted benefits. * Expenses are Medicare supplemental premiums.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
* not included in a traditional health insurance plan.
Employer incentivizes the participant to enroll in their spouse’s group health plan. Expenses, defined by the employer, usually include out-of-pocket costs for medical, dental, and vision care.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Allows employees to contribute funds into an account that pays health insurance premiums. Eligible expenses typically include premiums for health, dental, and vision insurance.
Participant Benefits
TAX ADVANTAGED
Employer Benefits
Why TASC HRA benefits?
Offering HRAs is like having your own financial toolbox. You have the flexibility to customize health benefits to different needs while controlling costs.
When you can customize, employees have more control over their healthcare costs which improves financial well-being and loyalty, which can translate into a stronger bottom line.
TASC offers a multitude of plan design options including first dollar, second dollar and percentage.
Thinking of changing a carrier at renewal? Having TASC as an independent HRA partner enables you to do so seamlessly without an impact to the employee.
Employers set a fixed contribution amount, leading to predictable budgeting and managing costs and our extensive HRA options allow you to design them for specific employee groups or needs.
Health Reimbursement Arrangement
A Health Reimbursement Arrangement (HRA) is a tax-advantaged benefit that allows both employees and employers to save on the cost of healthcare.
HRA plans are employer-funded medical reimbursement plans. The employer sets aside a specific amount of pre-tax dollars for employees to pay for health care expenses on an annual basis. Based on the plan design, HRAs can generate significant savings in overall health benefits.
The primary requirements for an HRA are that (1) the plan must be funded solely by the employer and cannot be funded by salary reduction, and (2) the plan may provide benefits for substantiated medical expenses only.
HRAs may be designed in many fashions to suit the specific needs of employer and employees alike. It is one of the most flexible types of employee benefits plans, making it very attractive to most employers.
Benefits to the Employer
Most importantly, all employer contributions to the plan are 100% tax deductible to the employer, and tax-free to the employee.
Studies show that only 20-50% of employees actually use their healthcare coverage, meaning employers often pay health insurance premiums for employees who are not utilizing the coverage. An HRA allows employers to determine the best type of coverage for their employees based on the demographics of their employee group.
HRA plans may also cover retired employees (and their spouses and tax dependents). Employers may wish to consider an HRA as an alternative to more expensive traditional retiree healthcare.
Employee benefits, like an HRA, enable employers to recruit and retain quality employees. With an HRA in place, the employer is perceived in a positive light by current and prospective employees because a benefits package is being provided with the employee’s interest in mind.
Benefits to the Employee
Depending on the plan design, expenses that may be reimbursed from the HRA include the following: deductibles, co-payments, co-insurance, prescription medications, vision expenses, dental expenses, and other out-of-pocket health-related expenses.
HRA funds are contributed to employees on a pre-tax basis; therefore, the funds are not taxable to the employee. As such, employees need not claim an income tax deduction for an expense that has been reimbursed under the HRA.
HRAs are very flexible, allowing the employer to design their plan to meet the unique needs of the company and the employees. Common plan designs include the following:
01
Deductible, Co-pay, and Co-insurance
All medical expenses that are applicable to the health plan’s deductible, a co-pay amount, or a co-insurance amount qualify for reimbursement. Qualified expenses are those incurred by the employee or the employee’s family. An Explanation of Benefits (EOB) statement (provided by the employee’s health insurance provider) showing evidence that the expense is applicable to the insurance deductible, is typically required for substantiation of requests for reimbursement.
02
Deductible
All medical expenses that are applicable to the health plan’s deductible qualify for reimbursement. This plan design does not include co-pays or co-insurance amounts. Qualified expenses are those incurred by the employee or the employee’s family. An EOB statement is also typically required for substantiation of requests for reimbursement.
03
All Uninsured Medical Expenses
All out-of-pocket medical expenses not covered by insurance (uninsured) are eligible, such as deductibles, co-pays, co-insurance, dental, vision, prescriptions, and other out-of-pocket medical costs. These expenses may be incurred by the employee or their family. Typically, an EOB statement, or a copy of receipt or bill showing the date, amount, and provider’s name are required to substantiate reimbursement requests.
04
Specific Expenses Only
Plans may be designed to cover dental expenses only, orthodontia expenses only, vision expenses only, prescription medical expenses only, and/or other specified expenses. A copy of a receipt or copy of a bill identifying the date of service, amount of service, and the name of the service provider are typically used to substantiate requests for reimbursement.
A Health Reimbursement Arrangement (HRA) is an employer-funded benefit that reimburses employees for qualified medical expenses. Unlike FSAs or HSAs, HRAs are funded solely by the employer and do not involve employee contributions. Employers determine the amount of money available in the HRA, and employees submit eligible expenses for reimbursement. Unused funds may or may not roll over from year to year, depending on the employer’s plan design. HRAs can be used to cover a wide range of medical expenses, including deductibles, co-payments, and certain out-of-pocket costs not covered by insurance.
Employers need to understand the different types of HRAs, such as the Qualified Small Employer HRA (QSEHRA), Individual Coverage HRA (ICHRA), and Excepted Benefit HRA (EBHRA), and determine which type aligns best with their business size, budget, and employee needs.
Free webinars
We offer complimentary webinars on HR trends, compliance, and benefit news.
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Universal Benefit Account, AgriPlan/BizPlan and COBRA/Benefit Continuation
For inquiries regarding your TASC service offerings:
Call: 608-241-1900 or 800-422-4661, M-F, 8-5, based on the area code where the call is coming from.
Every Wednesday morning phones are not available until after 9:00 am (CST), as our customer care team is in training.
Support Request: Log in to your MyTASC account and click on Contact Us.
Mail: Total Administrative Services Corporation
2302 International Lane
Madison, WI 53704
Distributor Login
To access MyTASC as a Distributor, click here! For general information on your current TASC clients, contact our Provider Service team and please have your TASC ID ready: 888-595-2261, option 2, then 3.