Share The Knowledge: Forward this newsletter to a colleague.

Subscribe to AHI's Free E-Mail Newsletters: • HR Soapbox • Benefits Alert • Employment Law Today View samples and subscribe by visiting our website.

1. FEATURE STORY:
HSA UTILIZATION ON THE RISE: ARE YOU READY?

According to America's Health Insurance Plans, a national trade association comprised of health insurers, enrollment in health savings accounts (HSAs) reached one million earlier this year. That number will increase considerably in 2006, says a survey by Mellon Human Resources & Investor Solutions.

The Mellon Human Resources & Investor Solutions survey polled more than 360 employers with an average of 9,000 employees per organization.

Key findings:

• 32% of employers said they plan to offer HSAs next year (only 7% surveyed currently do).

• An average of 16% of employees are enrolled in HSAs, but employers hope to reach an average of 24% enrollment.

• 66% of employers plan to contribute to employee accounts.

IRS Guidance

As HSAs become a fact of life in more and more workplaces, staying on top of Internal Revenue Service (IRS) rulings on HSA eligibility is essential.

In one of its more recent rulings, the IRS declared that an employee/spouse with access to an HSA can take self-only coverage or cover some or all dependents and remain eligible for the HSA, provided his/her spouse is covered under another plan.

Generally speaking, to be eligible for HSA coverage, families can't be covered under any other plan that's not a high-deductible health plan. In its ruling, however, the IRS allows spouses to separate their coverage and allot coverage of dependents between them. Any combination is okay, as long as the spouse with the non-HSA coverage is excluded from the HSA-eligible spouse's plan.

So the HSA-eligible spouse can elect self-only coverage; family coverage for one dependent while other dependents are covered by the other spouse's health plan; or family coverage for all dependents, except the spouse.

FLATTERY GETS YOU NOWHERE...EXCEPT MAYBE A COURTROOM

Conventional and legal wisdom tells managers to refrain from making jokes or disparaging remarks about older employees' ages. But what about remarks that are complimentary to the older worker? Read on to find out how seemingly positive comments can...View the full story on our website.

FREE REPORT OF THE MONTH:

Check out the new Free Report, "Do Your Sexual Harassment Efforts Pass Muster?," which provides you with the guidelines you need to prevent, stop, and respond appropriately to sexual harassment in the workplace. You get information on avoiding liability, writing a sexual harassment policy, formulating a complaint procedure, investigating a claim, and preventing retaliation.

Kick back, relax, and take a few minutes to check out the HR Soapbox, "No Computers Were Harmed In The Writing Of This Article," in which one editor discusses her rage against the machine.