Note: The Annual Benefits Enrollment period ended on October 27, 2017.

If you are a new employee and are looking for benefit information for the 2017 plan year, please continue to explore this website.

This website will be updated with 2018 plan year information in December. In the mean time, if you are looking for information for the 2018 plan year, you may visit the Annual Benefits Enrollment (ABE) website at: wisconsin.edu/abe.

Overview

The UW System offers eligible employees the opportunity to pay certain health care, dependent day care, parking and transit expenses with tax-free dollars through Flexible Spending Accounts offered under the Employee Reimbursement Account (ERA) program. The FSAs are administered by TASC.

To comply with IRS requirements, documentation will be required to substantiate expenses eligible for reimbursement. In addition, receipts and related documentation may be required for purchases made with your TASC debit card.

Review the ERA Brochure pdf and/or ERA Participant Guide pdf for more information, including contribution limits, eligible expenses and deadlines.

Eligibility

All employees, including rehired annuitants, are eligible for this program, except:

  • Student Hourly employees
  • University Staff Temporary employees
  • Student Assistant with one of the following titles: Fellows, Scholars, Trainees
  • Employee-in-Training with one of the following titles: Grad Intern/Trainee, Post-Doc Fellow/Trainee

FSA Account Types

There are 3 types of FSAs offered under the Employee Reimbursement Account (ERA) program:

Health Care FSA

Covers eligible expenses that are not covered or partially covered by insurance plans such as deductibles, copays, and coinsurance amounts. You may also use this account to pay for eyeglasses, dental expenses and limited categories of over-the-counter drugs and supplies. These expenses can be incurred by you, your spouse and qualifying child or qualifying relative. The annual contribution limit is $2,550 per employee. Up to $500 remaining in your account at the end of the plan year will carry over to the following plan year.

You are not eligible for the Health Care FSA if you enroll in either the HDHP or Access HDHP plan design with the Health Savings Account (HSA). Consider the Limited Purpose FSA instead.

Limited Purpose FSA (LPFSA)

Covers eligible expenses that are not covered or partially covered by your dental and vision insurance plans. This plan is only available to employees who are enrolled in either the HDHP or Access HDHP plan designs with an HSA. Once you have met your medical deductible in either of these plan designs, the LPFSA may also cover medical expenses. These expenses can be incurred by you, your spouse and qualifying child or qualifying relative. The annual contribution limit is $2,550 per employee. Up to $500 remaining in your account at the end of the plan year will carry over to the following plan year.

Dependent Day Care FSA

Covers eligible expenses for the physical care of dependents, either inside or outside the home such as after-school care, baby-sitting fees, adult or child daycare and preschool, so that you and your spouse, if married, are able to work, actively look for work or attend school full-time. Eligible dependents include your qualifying child, spouse and/or qualifying relative. This account does not pay for medical expenses for your eligible dependents. The annual contribution limit is $5,000 based on tax filing status. This is a household limit.

Review the ERA Brochure pdf and/or ERA Participant Guide pdf for more information, including contribution limits, eligible expenses and deadlines on each of these accounts.

Enrollment

When you enroll in an FSA, you designate an annual election amount which will be divided in equal installments from your paychecks. Plan carefully when making your annual FSA election(s) as you cannot change your contribution amount or stop your payroll deductions during the year unless you have a qualifying event, as defined by the IRS. See Life Events for more information.

FSAs are considered “use-it-or-lose-it” plans, which means that if you do not use the full amount that you elected, then you will forfeit the remaining balance.

Newly hired, or newly eligible employees: You have 30 days from your date of employment or your newly benefits-eligible job to enroll in the FSA accounts listed above. Your coverage will begin on the first of the month on or following your eligibility date.

Current employees: If you do not enroll in these FSAs during your initial 30-day enrollment period, you may enroll during the Annual Benefits Enrollment period, which occurs in the Fall, or if you have a qualifying event. See Life Events for more information. You must re-enroll each year to continue or change your participation in an FSA account.

For detailed information on whose expenses you can cover from this plan, see the Dependent Eligibility Grid (UWS 25) pdf .

Claims Submission

If you pay for your expenses out-of-pocket instead of using your TASC debit card, there are several methods by which you may submit your claims for reimbursement.

The deadline to submit claims is 90 days from the end of the plan year, which is called the run-out period. You have until March 31, 2018 to submit claims for 2017 expenses.

Electronic Claims Submission

  • TASC Mobile App pdf
    • The TASC Mobile App lets you access your account information wherever you are, 24/7/365. To download, visit the Apple App Store or Android Marketplace and search for “eflex Benefits”.
  • TASC Online Portal
    •   On the “Home” tab, click on “I want to File a Claim”

Paper Claims Submission

Automatic Premium Conversion

Any employee eligible for this plan will automatically have premiums for the following benefit plans deducted from earnings on a pre-tax basis:

  • State Group Health Insurance
  • State Group Life Insurance (premium for first $50,000 of coverage)
  • EPIC Benefits+*
  • Dental Wisconsin*
  • VSP Vision Insurance*

You may choose to waive automatic premium conversion and have your premiums taken on a post-tax basis.

*If you cover a non-tax dependent domestic partner or partner’s children, premiums will be taken on a post-tax basis.

Forms & Resources


last updated: 7/10/2017

Every effort has been made to ensure this information is current and correct. This page does not guarantee enrollment or the ability to make changes to your benefits.