Flexible Benefits Plan (FBP), as the name suggests, provides the employees an opportunity to pay eligible health and dependent care expenses from their pre-tax income. Organizations generally resolve to include the flexible benefit scheme as a part of a wider move towards a more lively working environ. All the employees who get a regular payroll check are supposed to take part in this plan.

Flexible Benefit plan consists of three components:

1� Health Flexible spending account(HFSA)
2� Health Insurance Premium Deduction
3� Dependent Care Reimbursement Account(DCRA)

Flexible Benefits scheme is not the same as Voluntary benefit schemes or net pay schemes. Under true benefits scheme, the dividing line between pay and benefits become less firm as compared to standard reward packages. The maximum amount that can be contributed to the Health Care account is $2000 per year and $5000 to the dependant care account. The minimum contribution each year should be $300.

While enrolling in a flexible benefit plan, you need to determine the amount that has to be set aside for your DCRA/HFSA account. After you have specified a particularized amount, your employer will take off the same amount from your salary for the flexible benefits plan. The amount that has been deducted, will be mechanically credited to the account that you have selected- be it DCRA or HFSA.

It is very important that you keep a regular check on the account whenever you get the Benefits Plan Reimbursement check. You will regularly get an Explanation of benefits, which displays your current details of deposits, the claims you had reconciled, the claims you were paid and the residual amount that you have in the account.

A Flexible Benefits plan is more likely than a fixed package to meet the diversified needs and requirements of today's manpower. Hence, this plan is altogether advantageous for the employees only!

Author: Jeff Henderson

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