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Our PCA, also called a health reimbursement arrangement, helps employees manage their healthcare costs. A PCA is similar to an expense account that your employer puts money into. They can use the funds for qualified medical expenses like doctor's office visits, as well as other eligible healthcare costs.
The PCA is usually combined with a preferred provider organization (PPO) plan. With this plan, your employees may have a higher deductible—but PCA funds can be used to "pay down" their deductible.
As the employer, you can put money into an employee’s PCA, and determine the amount of the PCA and list of eligible expenses, which can include:
Employees can't use the money for experimental treatments, cosmetic procedures, or insurance premiums.
They can also use PCA funds for pharmacy expenses. If they use all of their PCA funds, they pay additional medical expenses until the deductible is met for the year. Once they've met the deductible, they pay only the coinsurance percentage for covered services specified in the plan.
If they don't use all of the PCA funds during the plan year, they may be able to carry over some or all of their money to the next year, as long as they enroll in the same type of Humana plan with the same employer.
As the employer, you determine whether employees will have this option, how much can be carried over, and when funds are available.
View a sample list of allowable and disallowable expenses according to the Internal Revenue Service:
Please note: Over-the-counter medications such as pain relievers, cough syrup, and allergy medicines require a prescription to be eligible for reimbursement from a flexible spending account or PCA. The HumanaAccess® Visa Debit Card will not be able to be used to purchase OTC medications.
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