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Medical Reimbursement Rules

What is medical reimbursement?

Medical Reimbursement plans are set so an employer can pay back an employee for uninsured or health cost that has been made by an employee or the employees’ dependents. Although many companies may have a medical reimbursement plans that are tax deductable to the company many don’t have such a plan for many reasons.

Medical reimbursement policy questions are some of the most asked questions asked online and hiring a lawyer can be very time consuming and very expensive. The Experts are here to provide you with fast and affordable answers to most of your medical reimbursement questions. Read below the top five Medical Reimbursement Questions.

Is it legal for an employer to contact the health care provider regarding the employee setting money aside for medical reimbursement?

A healthcare provider may give out the information regarding bills being paid but they may not release any information dealing with health. That would violate doctor/patient confidentiality laws also known as Health Insurance Portability Accountability act (HIPAA).

Does an employer have to pay medical reimbursement if a person had submitted a medical expense for reimbursement form while they were employed at the company and is no longer employed there?

As long as the person was an employee at the company at the time the reimbursement forms were filled out then the company is entitled to pay the medical reimbursement. Otherwise the employee would have an unjust enrichment claim against the company.

Can an employee drop a flexible medical reimbursement package or a flexible spending account if the person has had a baby recently?

Under the rules of the IRS a person can't do anything to change the Flexible Spending Account (FSA) until the open enrollment period at which time a person may then decide if they want to keep or drop the flexible spending account.

If an employee was fired does the company they worked for have to pay medical reimbursement and other severance benefits?

An employer does not have to provide any kind of severance pay, allocated vacation time or any medical reimbursement unless it has been stated in the employees contract that the benefits would be payable at the time of termination. If a person would voluntarily resign their position at the company the former employee would not qualify for any unemployment benefits.

If an employee’s check stub shows a withholding abbreviated IRSHCR- what is this for and what does it mean?

The abbreviation stands for Internal Revenue Service Health Care Reform. This is money that is being deducted from the employee’s wages to place in an account called the Health Care reimbursement account, this provided reimbursement of eligible health care expenses that the employee may incur.

Medical reimbursement plans are made to provide an employee to receive payment for medical and health expenses from the company they work for during their time of employment. Many people are unaware of the medical reimbursement rules that may pertain to them and the Experts are there to give you affordable and fast insight to any of your questions about medical reimbursement.

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8108
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
characters left:
Employment Lawyers are Online Now

How JustAnswer Works:

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    Experts are full of valuable knowledge and are ready to help with any question. Credentials confirmed by a Fortune 500 verification firm.
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    Ask follow up questions if you need to.
  • 100% Satisfaction Guarantee
    Rate the answer you receive.

Employment Lawyers are online & ready to help you now

Tina
Lawyer
Satisfied Customers: 7759
JD, BBA, recognized by ABA for excellence.
Marsha411JD
Lawyer
Satisfied Customers: 10539
Licensed Attorney with 27 yrs. exp in Employment Law
Infolawyer
Lawyer
Satisfied Customers: 9785
Licensed attorney helping employers and employees.

Recent Medical Reimbursement Questions

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    Have a very disgruntled 55+ female manager in a construction business in a right to work state. Has been extremely poor in job performance but no documented write ups. Had two of her co-workers state that she said she was going to sue me for privacy law infringements because I have had multiple employees complain of her talking down about me, the company and fellow co-workers. She has also allegedly accused me of "bugging" the office. Would I have any possible legal ramifications if I terminated her
  • I worked 49 hours. 9 hour overtime at time and a half. during

    I worked 49 hours. 9 hour overtime at time and a half. during that time, I worked 8 hours on a Holiday at time and a half. The company paid me 8 hours Hours Holiday time but refuse to pay me 9 hours overtime. Their reason, Holiday and OT are the same regardless if the OT was done on the Holiday. Furthermore, with that being stated, what happened to the extra hour? Shouldn't the two be separated?
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