Ensure you are meeting the requirements of HSAs and reaping the benefits they have to offer.
One of the advantages of participating in a high deductible health plan is the ability to open a Health Savings Account (HSA). Although HSAs have numerous tax advantages, it is easy to inadvertently fail to satisfy the requirements for an HSA and possibly miss out on these benefits. In addition, the often complex employer health care offerings, which may include flexible spending accounts (FSAs) and health reimbursement arrangements (HRAs), can make it difficult to determine when an employee is eligible to participate in an HSA. This content will help health plan administrators navigate this sometimes treacherous terrain.
Agenda
Faculty
Robert J. Lowe
Mitchell Silberberg & Knupp LLP
- Partner in the Los Angeles office of Mitchell Silberberg & Knupp LLP
- Heads the employee benefits and executive compensation practice
- Practice includes all areas of employee benefits and executive compensation including qualified and nonqualified retirement plans; multiemployer pension and health plans; benefit plan issues in mergers and acquisitions; benefit plan investments in venture capital and real estate; equity incentive and nonqualified deferred compensation plans; group health plans including cafeteria plans and COBRA; benefit plans and executive compensation arrangements for employees of tax-exempt entities; income and estate tax planning for receipt of large distributions from retirement plans; and negotiating and drafting executive employment agreements
- Has written many articles and speaks frequently on employee benefits issues
- Law degree, University of California, Berkeley (Boalt Hall); undergraduate degree, State University of New York at Binghamton
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