BeneFLEX Cafeteria Plans/Flexible Spending Accounts  Employers may implement flexible benefit programs for any number of reasons. Those reasons cited most often include the need to control benefit costs and a desire to meet the varying needs of individual employees. Flex plans may help employers control their benefit costs by providing a mechanism for limiting their benefit expenditures without necessarily sacrificing plan quality. Since employees can make voluntary contributions toward benefits under a flex plan, an employer may continue to offer a costly benefit such as health insurance without having to bear the full cost of premiums Employers also may find it easier to introduce cost-sharing measures in a flexible benefits plan. For instance, new or increased medical deductibles may be more palatable to employees if a medical flexible spending account is offered so that employees may pay for the deductible on a pre-tax basis. Employees save both federal and state income taxes, as well as FICA taxes with cafeteria plans because benefits are generally paid for with pre-tax credits or through salary reduction. Employers pay less FICA and FUTA taxes because the employees' gross taxable incomes are marginally reduced. What We Do: Enrollment Process • Set up and administer Section 125 Plans. • Hold employee meetings. • Provide all materials needed to educate employees on reimbursement accounts. • Provide custom medical reimbursement and dependent care vouchers with Account   Rules and Claim Filing instructions. • Perform Key Person Discrimination testing and provide results to employer. • Provide a Summary Plan Description, an employee version Summary Plan Description   and any amendments. • Provide employee with Salary Reduction Agreement and a Summary Plan   Description. • Provide employer with customized employee enrollment forms and employee status   change forms for each employee. • Provide employees with AdminPro contact for questions and answers. Monthly • Provide a monthly report detailing each employee's reimbursement history,   completed but unsigned checks payable (optional) to employees and a check   register. Annually • Provide employee "wake up" letters nine months into the plan year (notifies   employees of their remaining account balance(s) for the plan year). • Provide IRS form 5500 and Schedule F at plan renewal for review and forwarding to   IRS. HOME | OUR SERVICES | ABOUT US | LINKS | CONTACT US 1423 East 11 Mile Road Royal Oak, MI 48067 FAX (248) 543-2296 TEL (248) 543-8181