Health Accounts

If you enroll in the High-Deductible PPO with HSA, you are eligible to contribute to a Health Savings Account (HSA). This is your own personal savings account where you can put money aside to use to pay for eligible medical, pharmacy, dental and vision expenses.  This includes costs that apply to your deductible and coinsurance maximum.

Please note that if you are enrolled in Medicare or any health plan that is not HSA-qualified, you will not be eligible to enroll in the HSA.

If you have earned Wellness Rewards during the previous plan year, your rewards will be deposited into your HSA account.  You may also elect to make additional contributions on a pre-tax basis to your HSA. Below are the 2024 IRS limits, inclusive of both the Company’s and your contribution amounts:

• Single Coverage (Employee Only): $4,150
• Family Coverage (Employee Plus): $8,300
• If you are age 55 or older, you can contribute up to an additional $1,000 over the limits noted above.

Briggs & Stratton has partnered with Optum Bank to administer HSA accounts for eligible employees.

For additional information, click here or please contact HealthAdvocate through email [email protected] or by phone (866) 799-2728.

Briggs & Stratton has partnered with Optum to provide you with two types of Flexible Spending Accounts (FSAs). FSAs are designed to help you save money when you contribute pre-tax dollars from your paycheck to help pay for eligible health care or dependent daycare expenses.

It is important to note that FSAs have a “use it or lose it” feature – you need to plan your annual contribution amount carefully as you will lose any unspent money at the end of the year.

Flexible Spending Account (FSA) Claim Reimbursement Form

Health Care Flexible Spending Account (HCFSA)

You can use funds in this account to pay for or reimburse yourself for qualified medical, pharmacy, dental and vision expenses that you and your dependents may incur. Your full annual election will be available to you on the first day of the plan year or, for newly eligible employees, on your date of eligibility. The current IRS limit for an HCFSA is $3,050.

If you elect the medical plan with the HSA, you can choose to contribute to an HCFSA, but IRS regulations require that it be a Limited Purpose Health Care Flexible Spending Account (LPHCFSA).  A Limited Purpose Health Care Flexible Spending Account may be used to help offset the cost of eligible dental and vision expenses.  You may use your Limited Purpose FSA funds for eligible medical expenses only after your medical plan deductible is met. To utilize FSA funds after meeting your deductible, please complete the Deductible Verification Form as proof your deductible has been met.

Flexible Spending Account Summary Plan Description (SPD)

Dependent Care Flexible Spending Account (DCFSA)

You can use funds in this account to pay for or reimburse yourself for eligible day care expenses for your children or elderly family members while you work.

For additional information, click here or please contact HealthAdvocate through email [email protected] or by phone (866) 799-2728.

Account Feature	Health Savings Account (HSA)	Health Care Flexible Spending Account (FSA)
You may contribute pre-tax contributions:	Yes	Yes
Briggs & Stratton Wellness Rewards will be deposited into the account	Yes	No
Maximum Annual Contribution	$4,150 Individual/$8,300 Family (wellness rewards and your contributions combined)	$3,050 per taxpayer
Money in your account can earn tax-free interest and dividends	Yes	No
Unused balances will carry over in the next year	Yes	No
Portability (you can take it with you if you leave)	Yes (Briggs & Stratton’s sponsorship will end and you may be responsible to pay maintenance fees)	No (Only if you elect COBRA and you continue to make after-tax contributions)