<revheck[at]linuxwaves.com> wrote:

- quote -

Consider discussing it with your employer. They should be
able to answer all your questions, in writing.

<< ================================================== ===== > << The foregoing is intended for educational purposes only > << and does NOT constitute legal OR professional advice. > << > << The Charter and the Guidelines for submitting > << messages to this newsgroup are at www.asktax.org. > << Copyright (2005) - All rights reserved. > << ================================================== ===== >

revheck[at]linuxwaves.com wrote:

- quote -

One aspect of the "use it or lose it" provision is that if
an employee goes through all the money and leaves, the
employer cannot go after them. In effect, for that limited
situation, the employer has risk. (The opposite for DCA,
which is reimbursed to the employee only as fast as money is
withheld from paychecks.)

JOE

<< ================================================== ===== > << The foregoing is intended for educational purposes only > << and does NOT constitute legal OR professional advice. > << > << The Charter and the Guidelines for submitting > << messages to this newsgroup are at www.asktax.org. > << Copyright (2005) - All rights reserved. > << ================================================== ===== >

<revheck[at]linuxwaves.com> wrote:

- quote -

It may be becuase they have gotten burned in the past where
employees have gotten the full amount they've set up to be
withheld from their paycheck for the year early in the year
and then quit. For example, you pay and get reimbursed
$5,000 for your child's braces in January and then quit.
You obviously won't have withheld and funded the entire 5k
yet but you are perfectly within your rights to make the
claim and receive reimbursement. You have effectively stuck
the employer with your medical bill. As the employee,
you're under no obligation to refund or reimburse the
employer. That's just how the plans work.

<< ================================================== ===== > << The foregoing is intended for educational purposes only > << and does NOT constitute legal OR professional advice. > << > << The Charter and the Guidelines for submitting > << messages to this newsgroup are at www.asktax.org. > << Copyright (2005) - All rights reserved. > << ================================================== ===== >

My employer limits healthcare flexible spending account
contributions to $3500 per year, even though IRS allows up
to $5000.

This is certainly legal, but I don't understand why they
don't just allow the full IRS maximum.

Does it cost my employer any more to allow the full maximum?

<< ================================================== ===== > << The foregoing is intended for educational purposes only > << and does NOT constitute legal OR professional advice. > << > << The Charter and the Guidelines for submitting > << messages to this newsgroup are at www.asktax.org. > << Copyright (2005) - All rights reserved. > << ================================================== ===== >