SPENDING ACCOUNTS
Worldwide Golf offers three great resources to help employees offset out-of-pocket healthcare expenses - a Health Reimbursement Arrangement (HRA), a Health Savings Account (HSA), and a Healthcare Flexible Spending Account (HCFSA).
If you enroll in the Select+ HSA PPO Plan, you are eligible for the Health Savings Account and the Health Reimbursement Arrangement. You will also be eligible for the Limited Purpose Flexible Spending Account.
HEALTH SAVINGS ACCOUNT (Select+ HSA PPO Plan Only)
The Select+ HSA PPO Plan is a High Deductible Health Plan (HDHP), which is paired with a Health Savings Account (HSA). This is a personal and portable bank account that is yours to keep. A Health Savings Account is a tax-advantaged savings account that permits you to contribute funds on a pre-tax or tax-deductible basis that can used to pay for current and future eligible medical expenses. This includes eligible medical and prescription drug expenses that apply to your deductible or any qualified dental or vision expenses. Your HSA funds are available on a pay-as-you-go basis via payroll deductions.
Funds roll over at the end of each year and accumulate tax-free, as does the interest on the account. For 2026, you can contribute up to $4,400 towards your HSA if you are enrolled in employee-only coverage. If you cover any dependents, you can contribute up to $8,750 towards your HSA. Also, once you reach the age of 55, you are allowed to make additional “catch-up” contributions in the amount of $1,000 over the maximum limits annually, until age 65.
Please note, the combination of employer and employee funds may not exceed the IRS maximum limits.
If you are enrolled in the Select+ HSA PPO plan, an HSA will automatically be opened for you with Optum Bank. Optum will mail your HSA debit card and activation instructions. You will need to activate your HSA promptly in order to contribute and to receive the company’s HSA contributions. You must activate your HSA within 90 days of the date your plan coverage begins. If you fail to open your HSA within 90 days, any contributions made via salary reductions will be returned to you on an after-tax basis. Additionally, any contributions that WGS has made to your HSA will be forfeited. You may set up an account with any bank offering an HSA account, including your personal bank, but you can only contribute to your HSA by payroll deduction with Optum Bank.
Eligibility Requirements for the Health Savings Account
- Must be enrolled in the qualified High Deductible Health Plan (the Select+ HSA PPO Plan) offered by Worldwide Golf.
- You cannot be covered by any other health plan that is not a Qualified High Deductible Health Plan.
- You cannot have be enrolled or receive any benefits from Medicare (including Medicare Part A) or TRICARE.
- You or your covered spouse cannot be contributing to or participating in a traditional healthcare FSA through an employer.
- You must not be enrolled in Indian Health Services (IHS) or VA Benefits (other than preventive care or treatment for a service-related disability in the past 3 months)
Triple Tax Savings
- Employee contributions are on a tax-free basis and can reduce your taxable income.
- Distributions of HSA balances are tax-free when used to pay for qualified healthcare expenses.
- Investment income on the HSA is also tax-free if used for qualified healthcare expenses.
Reminders
- You can make changes to your contribution amount at any point during the plan year.
- You can use your HSA as a financial planning vehicle. You can invest your balance once it reaches a certain threshold.
- Your HSA funds rollover from year to year, they are not subject to the use it or lose it rule.
- Your HSA stays with you, even if you change jobs or retire.
- You can make changes to your contribution amount at any point during the plan year.
Please note: Certain states do not treat HSA contributions or earnings as tax-free (e.g., California and New Jersey). Consult your tax advisor to understand how HSA participation may impact you and your family members from a tax perspective. A Health Savings Account is a tax-advantaged savings account that permits you to contribute funds on a pre-tax or tax-deductible basis. These funds may be used to pay for current and future eligible medical expenses. This includes eligible medical and prescription drug expenses that apply to your deductible or any qualified dental or vision expenses. The combination of employer and employee funds may not exceed the IRS maximum limits.
Present your UHC ID Card
Complete your visit with provider and they will submit the claim for processing..
UHC will adjust the claim and prepare the EOB (Explanation of Benefits)
You will receive an EOB and and an adjusted invoice from your provider
After reviewing your EOB, and the adjusted invoice, pay the amount due with your Optum HSA card.
Doctor writes a prescription.
Bring Rx to pharmacy.
Present your UHC ID card.
Pharmacist advises price of prescription.
Pay at point of service with Optum HSA card.
HEALTH REIMBURSEMENT ARRANGEMENT (Select+ HSA PPO Plan Only)
Worldwide Golf will continue to provide a Health Reimbursement Arrangement (HRA) to employees enrolled in the Select+ HSA PPO Plan (High Deductible Health Plan). The HRA is managed by Diversified Benefit Services (DBS). This is an employer-funded plan that employees can use toward medical and prescription expenses that are subject to the in-network deductible. Once you meet a certain threshold of in-network deductible from out-of-pocket medical and prescription expenses, the remaining portion of the in-network deductible will be reimbursable through the HRA. You
Employee Only: You pay the first $2,000 of expenses that apply toward your in-network deductible and the HRA reimburses the remaining $4,350. Employee/Dependent: You pay the first $4,000 of expenses that apply toward your in-network deductible and the HRA reimburses the remaining $8,700.
Eligibility Requirements for the Health Reimbursement Arrangement
- You must be enrolled in the HDHP (the Select+ HSA PPO Plan).
- You must be considered an active employee.
- You must meet the first portion of the deductible ($2,000 for employee only, and $4,000 for employee/dependent coverage) before the HRA will reimburse you.
Reminders
- In-network medical and prescription expenses are eligible for reimbursement after meeting your portion of the deductible.
- The HRA does not apply toward out-of-network deductible expenses.
- You are responsible for paying the medical and prescription expenses. You will be reimbursed after an Explanation of Benefits statement or prescription receipt along with the completed claim form have been submitted and approved. You can submit claims for reimbursement online, through the mobile app, by mail, or by fax.
Doctor writes a prescription.
Bring Rx to pharmacy.
Present your UHC ID card.
Pharmacist advises price of prescription.
Pay at point of service with Optum HSA card.
Doctor writes a prescription.
Bring Rx to pharmacy.
Present your UHC ID card.
Pharmacist advises price of the prescription.
Pay at point of service with your own means of payment.
Submit a claim reimbursement form to Diversified Benefit Services along with the receipt for the prescription.
FLEXIBLE SPENDING ACCOUNTS
Flexible Spending Accounts (FSAs) allow you to set aside pre-tax dollars from your paycheck to help pay for qualified healthcare and dependent care expenses. Any pre-tax contributions toward an FSA can reduce your taxable income. The FSAs are managed by Diversified Benefit Services (DBS). Please be mindful of your annual election as there are "use it or lose it" rules in place for these tax-advantaged accounts. At the end of plan year, you forfeit any unused FSA funds. When enrolling in an FSA, you choose the annual amount you want to contribute, up to IRS Limits. This amount is payroll deducted in equal amounts from your paycheck throughout the year, before Federal and Social Security taxes are withheld.
Please note, the Healthcare and Dependent Care FSAs are separate accounts. The pre-tax funds in one account cannot be used to pay for qualified expenses from the other account.
Traditional Healthcare Flexible Spending Account (HCFSA)
A Healthcare Flexible Spending Account is a pre-tax benefit account used to pay for qualified medical, dental, and vision care expenses. It’s a smart, simple way to save money while keeping you and your family healthy and protected. You may elect a specific annual contribution for the traditional HCFSA. Your annual contribution is then divided by your number of pay periods and that amount will be deducted on a pre-tax basis each pay period. The amount you elect may not be changed or revoked during the plan year unless you experience a qualifying life event. This account is only available to employees that are NOT enrolled in the Select+ HSA PPO Plan.
You may elect up to the 2026 IRS maximum contribution limit of $3,400.
You can use your Traditional Healthcare FSA for:
Eligible expenses include medical, dental, vision expenses, and some over-the-counter items. If you enroll in the Healthcare FSA, you will receive a debit card that you can use to pay for eligible healthcare expenses at the point of service. Otherwise, you can pay for expenses out-of-pocket and submit a claim for reimbursement online or by mail or fax. Your full annual election will be available on day one of the plan year, January 1, 2026.
Use It or Lose It
You may carry over up to $660 of unused Traditional Healthcare FSA funds into 2026.
You may carry over up to $680 of unused Traditional Healthcare FSA funds into 2027.
Any funds over the maximum carryover amount are subject to the use it or lose it rule, which means you will forfeit any unused funds remaining in your account when the next plan year begins on January 1, 2026.
Limited Purpose Healthcare Flexible Spending Account (LPFSA)
If you contribute to an HSA, you may only contribute to a Limited Purpose FSA (only for vision and dental expenses).
To establish a Limited Purpose FSA, you must be enrolled in both a high-deductible health plan and an HSA. Under current IRS rules, you cannot deposit money into an HSA if you participate in a traditional healthcare FSA. However, because a Limited Purpose FSA restricts reimbursements to specific dental and vision care expenses, the IRS allows you to participate in both an LPFSA and an HSA at the same time. By having both accounts, you can maximize your tax and savings benefits. You may elect a specific annual contribution for the LPFSA. Your annual contribution is then divided by your number of pay periods and that amount will be deducted on a pre-tax basis each pay period. The amount you elect may not be changed or revoked during the plan year unless you experience a qualifying life event.
You may elect up to the 2026 IRS maximum contribution limit of $3,400.
You can use your Limited Purpose Healthcare FSA for:
Eligible expenses include qualified dental and vision expenses. If you enroll in the Limited Purpose Healthcare FSA, you will receive a debit card that you can use to pay for eligible health care expenses at the point of service. Otherwise, you can pay for expenses out-of-pocket and submit a claim for reimbursement online or by mail or fax. Your full annual election will be available on day one of the plan year, January 1, 2026.
Use It or Lose It
You may carry over up to $660 of unused Limited Purpose Healthcare FSA funds into 2026.
You may carry over up to $680 of unused Limited Purpose Healthcare FSA funds into 2027.
Any funds over the maximum carryover amount are subject to the use it or lose it rule, which means you will forfeit any unused funds remaining in your account when the next plan year begins on January 1, 2026.
Dependent Care Flexible Spending Account (DCFSA)
If you have a child (under the age of 13) or a disabled loved one, you might rely on services like daycare or home aide to be able to go to work. Lessen the financial burden by enrolling in this account.
You are able to elect up to the 2026 IRS maximum contribution limit of $7,500 (or $3,750 if you and your spouse are filing separate tax returns). Your annual contribution is then divided by your number of pay periods and that amount will be deducted on a pre-tax basis each pay period. The amount you elect may not be changed or revoked during the plan year unless you experience a qualifying life event.
You can use your Dependent Care FSA for:
Eligible expenses include daycare and before or after-school programs, along with elder care expenses so you and your spouse can work or attend school full time. If you enroll in the Dependent Care FSA, you will pay for services and submit a claim for reimbursement via mail or online. Unlike the HCFSA and LPFSA, you may only spend these funds as it accumulates in your account.
Use It or Lose It
Please note, the DCFSA is subject to the use it or lose it rule, which means you will forfeit any unused funds remaining in your account when the next plan year begins on January 1.
