TPA Services

HRC Total Solutions offers a variety of employee benefit administration services designed to help businesses minimize risk, save money, and provide great benefit packages for their workforce

HRC Total Solutions provides access to a participant’s healthcare-related accounts and expenses through an easy-to-use online dashboard. This robust solution facilitates expense payments and ongoing management of medical claims, premiums, card transactions and more!  Participants have a complete picture of their healthcare expenses so they can make more informed health finance decisions

The Participant Portal provides a single, integrated secure platform to manage all healthcare accounts anytime and from any device.
The HRCTS Employer Portal provides a convenient, role-based online solution from which designated employer staff members can select frequently used tasks, access employee accounts, view and print reports, submit requests to HRCTS, manage plan descriptions, prepare and submit data files for import, and access helpful resources.

TPA Services

Experts in Tax Saving Benefits for Employers & Employees

  • Flexible Spending Accounts
  • Health Reimbursement Arrangements
  • Health Savings Accounts
  • Commuter Benefits
  • Defined Contribution Plans
  • Premium Reimbursement Accounts
  • S125 Premium Only Plans

HRA/FSA/HSA Administrator of Choice with Carriers

  • Harvard Pilgrim Health Care
  • Blue Cross Blue Shield of Massachusetts
  • Tufts Health Plans

Technology Platforms

  • Evolution1
  • COBRApoint Online

What makes HRC different from our Competitors

  • Low Cost Solution includes all the Bells & Whistles (Plan Documents, Non-Discrimination Testing, Online Enrollment)
  • Carrier Connection Capability for Adds/Terms/Changes
  • SSAE16 Compliant Platforms
  • Account Executive Team assigned to each Employer group
  • Superior Customer Service (Calls, Emails, Faxes returned same day)
  • Claims processed daily, checks issued daily, direct deposits twice a week on Tuesday & Friday
  • Strategic Partnerships streamline administration
  • Transit Authority Integration (MBTA, WMATA, MARTA, CTA)
  • IVR, Live Chat, Employee/Employer Online Portal, and Mobile Apps available
  • Open Enrollment Meeting Representation Available at no additional cost
  • 1 Card linked to all benefits (No Cost for Debit Cards)
  • 1 Portal for HSA Plan management and Investments
  • Flexibility to administer any HRA plan design
  • National Market Coverage with clients in 20+ states and growing

 

"HRCTS is the total solution all employers and broker professionals have been waiting for and we're happy to be the one to deliver!
Chief Marketing Officer - Adam M.J. Dupuis

Benefits Administration

HRC Total Solutions (HRCTS) is a national third-party administrator providing innovative Benefits Administration solutions for employee benefit programs since 2001.

HRCTS believes that evolving our business model into a single source total solution partner will enable our partners to expand their services and help their clients save money.

HRCTS dedicates our focus to develop and deliver the resources you need in order to afford valuable health benefits, reduce your taxes, and provide a superior benefits program for employers and employees alike.

As the healthcare environment rapidly changes, you can count on HRCTS to provide the tools for you to provide the solutions Employers and Broker Professionals will need for years to come.

Available Services

Flexible Spending Accounts (FSA/DCA/LPFSA)
A Flexible Spending Account (FSA) is one of a number of tax-advantaged financial accounts that can be set up through a cafeteria plan of an employer in the United States. An FSA allows an employee to set aside a portion of earnings to pay for qualified expenses as established in the cafeteria plan, most commonly for medical expenses but often for dependent care or other expenses. Money deducted from an employee's pay into an FSA is not subject to payroll taxes, resulting in substantial payroll tax savings.

Commuter Expense Accounts
A Commuter Expense Reimbursement Account, allowed by § 132 of the Internal Revenue Code, allows employees to have their parking and commuter expenses deducted on a pre-tax basis. Employees can deduct up to $250 per month for parking costs or up to a maximum of $130 per month for mass transit or van pooling costs. There is a $250 limit for combining mass transit and van pooling.

Defined Contribution Plans
A Defined Contribution Plan is a type of plan in which the amount of the employer's annual contribution is specified. Individual accounts are set up for participants and benefits are based on the amounts credited to these accounts (through employer contributions and, if applicable, employee contributions). Only employer contributions to the account are guaranteed, not the future benefits.

S125 Premium Only Plans (POP)
A Premium Offset Plan is a provision under the Internal Revenue Code Section 125 that enables employers to allow their employees to have certain premiums that they have to pay out of their paycheck, to be taken out before the employee pays tax. These premiums would be taken out before the Federal tax, FICA tax, and the State tax. The POP also allows the employers to save on the matching FICA that they would have had to contribute on this amount.

Health Reimbursement Arrangement (HRA)
Health Reimbursement Accounts or Health Reimbursement Arrangements (HRAs) are Internal Revenue Service (IRS)-sanctioned employer-funded, tax advantaged employer health benefit plans that reimburse employees for out of pocket medical expenses and individual health insurance premiums. Using a Health Reimbursement Account yields "tax advantages to offset health care costs" for both employees as well as employers

Health Savings Accounts (HSA)
A health savings account (HSA) is a tax-advantaged medical savings account available to taxpayers in the United States who are enrolled in a high-deductible health plan (HDHP). The funds contributed to an account are not subject to federal income tax at the time of deposit. Unlike a flexible spending account (FSA), funds roll over and accumulate year to year if not spent. HSAs are owned by the individual, which differentiates them from company-owned Health Reimbursement Arrangements (HRA) that are an alternate tax-deductible source of funds paired with either HDHPs or standard health plans. HSA funds may currently be used to pay for qualified medical expenses at any time without federal tax liability or penalty. However, beginning in early 2011 OTC (over the counter) medications cannot be paid with HSA dollars without a doctor's prescription. Withdrawals for non-medical expenses are treated very similarly to those in an individual retirement account (IRA) in that they may provide tax advantages if taken after retirement age, and they incur penalties if taken earlier. These accounts are a component of consumer-driven health care.

Premium Reimbursement Accounts
A Premium Reimbursement Account (for Individual Policy Coverage) allows employees to pay for individual insurance policies on a pre-tax basis. (In order to do so, employees must make a 12-month irrevocable salary reduction election.) Employees submit paid receipts for their insurance coverage to HRCTS for reimbursement.

 

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