Human Resources

Flexible Spending Accounts

*Special Note for the 2015 plan year - The IRS has increased the annual contribution maximum for MERA accounts to $2,550.

Flexible Spending Account Eligibility

Administrative staff members, faculty members, stipend graduate students and professional librarians may participate if appointed for at least half time.

The Wesleyan University MERA (Medical Reimbursement Account) and Dependent Care Flexible Spending Accounts are administered by Benefit Strategies, LLC. You will be able to charge your expenses on debit cards in addition to submitting claims for reimbursement.  When you enroll, a Welcome Packet will be mailed to your home.  You will also receive a debit card which will be loaded each year your participate in the plan.

Please see the attached FSA Overview Sheet for detailed information and helpful links.

Note for New users: First time portal users have the ability to create your own account by clicking on the "New User" login.

Dependent Care Reimbursement Account

You can establish a dependent care reimbursement account by authorizing a reduction in your taxable salary by an amount up to $5000 a year. This amount is then used to pay eligible dependent care expenses.   Because this amount goes into the account before income or Social Security taxes are withheld, you save money by paying less in taxes. To be eligible, expenses must satisfy all of the following:

  • You must be gainfully employed;
  • Expenses must be incurred for a child under age 13 whom you are entitled to claim as a dependent on your federal tax return, or for a dependent physically or mentally incapable of self care who regularly spends at least eight hours each day in your household. (Special rules apply to a child of separated or divorced parents. Please see plan description available from Human Resources.);
  • Expenses must be for household services or for outside   care of an eligible dependent. (Please note: if you use a dependent care center that provides regular care for at least seven people and receives a fee for such services, the center must comply with all applicable laws and regulations); and
  • Expenses must be incurred between January 1 and December 31 of each year and claims for reimbursement must be submitted by the following April 15.

Read more here.

Medical Expenses Reimbursement Account (MERA)

 Eligible Medical and Dental Expenses

Any medical and dental expenses the Internal Revenue Service considers tax deductible are eligible for reimbursement from a MERA if the participant pays them and does not deduct them on a tax return and if they are not reimbursable under an insurance plan. Even if a family member is not covered by a Wesleyan medical or dental plan, his or her medical and dental expenses are eligible for reimbursement if they meet the above conditions. The annual MERA maximum contribution is $2500.   Examples of eligible expenses are:

  • Deductibles and coinsurance not paid by a medical or dental plan;
  • Vision care, including exams, prescription eyeglasses, and contact lenses;
  • Hearing examinations and hearing aids;
  • Weight-loss programs prescribed by a doctor for a specific ailment;
  • Installation and operation of a non-permanent air conditioner to relieve an allergy or heart condition, if prescribed by a doctor;
  • Vitamins and dietary supplements prescribed by a doctor;
  • Doctor prescribed over the counter medications outlined by the IRS;
  • Smoking cessation programs and related prescription drugs; and
  • Other medical expenses that qualify as federal income tax deductions.

Any determination of whether a claimed expense is eligible for reimbursement is subject to IRS review. IRS determinations govern the plan.

Read more here.

 
Benefit Disclaimer
Benefit summaries are provided for the convenience of Wesleyan employees. Employees are directed to read the relevant benefit plan documents. In the event of a conflict between the terms of any summary and the terms of actual plan document, the terms of plan documents will control. Except where prohibited by collective bargaining or other agreement, Wesleyan reserves the right to alter, modify or suspend any benefit at any time. While Wesleyan selects its benefit providers after thoughtful review, it disclaims responsibility for the ultimate performance of such providers.