Specialty HRAs 03.12.2025

Froggy Jumps

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About this activity

How much do you know about Specialty HRAs?

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Wednesday Wisdom

United States

This game is a version of Specialty HRAs 03.12.2025

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Froggy Jumps Specialty HRAs 03.12.2025Online version How much do you know about Specialty HRAs? by Wednesday Wisdom 1 Specialty HRAs are required to be exclusively employer-funded. a True b False c It depends on the plan design. 2 Specialty HRAs can reimburse any expense per the employer's plan design. a True. An employer has full discretion on plan design. b True, if non-medical expenses are reimbursed post-tax c False, only §213(d) medical expenses 3 Specialty HRAs are not subject to COBRA. a True. They aren't a group health plan. b True, depending on what it covers. e.g., only for medical travel reimbursement c False, all specialty HRAs are subject to COBRA 4 Specialty HRAs can cover the following expenses tax free: a infertility, mental health, and medical travel b infertility, surrogacy, weight loss RX (e.g., GLP-1) c infertility, mental health, marriage counseling 5 Employees must be able to opt-out of a Specialty HRA at least annually. a True b False, if they are enrolled in the group major medical plan, they cannot opt-out. c False, unless they are enrolled in another employer's (e.g., spouse's) group major medical plan. 6 HRAs must a have a plan document and Summary Plan Description (SPD) b cover domestic partners if the employer is in California c determine the HRA COBRA premium tied to the employee's balance remaining at the time of termination. 7 When it comes to nondiscrimination rules for HRAs: a They are subject to §125 Cafeteria plan requirements b They can provide different eligibility terms for reasonable and nondiscriminatory classes. c Nondiscrimination testing results are required to be filed with the IRS.

Froggy Jumps

Specialty HRAs 03.12.2025Online version

How much do you know about Specialty HRAs?

by Wednesday Wisdom

Specialty HRAs are required to be exclusively employer-funded.

True

False

It depends on the plan design.

Specialty HRAs can reimburse any expense per the employer's plan design.

True. An employer has full discretion on plan design.

True, if non-medical expenses are reimbursed post-tax

False, only §213(d) medical expenses

Specialty HRAs are not subject to COBRA.

True. They aren't a group health plan.

True, depending on what it covers. e.g., only for medical travel reimbursement

False, all specialty HRAs are subject to COBRA

Specialty HRAs can cover the following expenses tax free:

infertility, mental health, and medical travel

infertility, surrogacy, weight loss RX (e.g., GLP-1)

infertility, mental health, marriage counseling

Employees must be able to opt-out of a Specialty HRA at least annually.

True

False, if they are enrolled in the group major medical plan, they cannot opt-out.

False, unless they are enrolled in another employer's (e.g., spouse's) group major medical plan.

HRAs must

have a plan document and Summary Plan Description (SPD)

cover domestic partners if the employer is in California

determine the HRA COBRA premium tied to the employee's balance remaining at the time of termination.

When it comes to nondiscrimination rules for HRAs:

They are subject to §125 Cafeteria plan requirements

They can provide different eligibility terms for reasonable and nondiscriminatory classes.

Nondiscrimination testing results are required to be filed with the IRS.

You can integrate the game into an LMS compatible with LTI 1.1 or LTI 1.3 such as Canvas, Moodle, or Blackboard. This way, the scores will be automatically saved into the platform’s gradebook.

Specialty HRAs 03.12.2025

Froggy Jumps

About this activity

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Download the paper version to play

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Specialty HRAs 03.12.2025Online version

by Wednesday Wisdom

Specialty HRAs are required to be exclusively employer-funded.

Specialty HRAs can reimburse any expense per the employer's plan design.

Specialty HRAs are not subject to COBRA.

Specialty HRAs can cover the following expenses tax free:

Employees must be able to opt-out of a Specialty HRA at least annually.

HRAs must

When it comes to nondiscrimination rules for HRAs:

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