jrodgers221
Junior Member
ERISA has a lot to say about insurance, of course. And cafeteria plans, under which many health plans (traditional) and health plans (FSA) are provided, are regulated by the IRS, so we agree so far. But the IRC and IRS regulations have a lot to say group employer health plans, at least the tax implications. So I don't think the distinction you draw is quite as clear as you suggest.
I have read everything posted to this thread very carefully. I don't think there's too much disagreement about when election changes to an FSA may be made (divorce, death, birth, adoption etc.) I think the main point of contention is the definition of insurance. (And an FSA fits well under a general definition of insurance) from Princeton Wordnet:
insurance: a promise of reimbursement in the case of loss.
In any case, it's mostly a case of semantics.
The most important thing I was trying to get opinions on, though, was whether my employer was breaking the rules by allowing all employees to change their FSA election. Do you agree with me and papogi or with cbg?
I have read everything posted to this thread very carefully. I don't think there's too much disagreement about when election changes to an FSA may be made (divorce, death, birth, adoption etc.) I think the main point of contention is the definition of insurance. (And an FSA fits well under a general definition of insurance) from Princeton Wordnet:
insurance: a promise of reimbursement in the case of loss.
In any case, it's mostly a case of semantics.
The most important thing I was trying to get opinions on, though, was whether my employer was breaking the rules by allowing all employees to change their FSA election. Do you agree with me and papogi or with cbg?