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Consumer-Directed Healthcare

MGIS CDH Transitions to TASC

We are pleased to announce plans to transition the MGIS Consumer-Directed Healthcare (CDH) product line to industry leader Total Administrative Services Corporation, TASC, a national third-party employee benefits administration leader headquartered in Madison, Wisconsin.

Since 1975, privately-held TASC (www.tasconline.com), a national third-party employee benefits administration leader headquardered in Madison Wisconsin, has provided benefits administration to employers around the nation. Today, with a sales force of more than 10,000 combined distributors and regional sales directors and more than 800 employees nationwide, the organization generates $70 million in revenue and processes over $2 billion in payments annually.

We are confident that you and your employees will appreciate the access to expanded high-value services as part of and as backed by TASC, one of the best companies in the business.

To read a copy of the press release, click here. More information regarding this change is available here.

Being different has its perks.

When MGIS started we aimed to provide high-touch services to all clients. And in 45 years nothing’s changed. We are constantly raising the bar to deliver what’s best for you. You’ll see that reflected in our consumer-directed healthcare (CDH) program, which offers nothing less than the best. Check out a few of the advantages you’ll receive with CDH:

  • Set-It-and-Forget-It Administration
  • Dedicated Account Manager
  • Extended Calling Hours
  • Cutting-Edge Technology
  • IVR System
  • Quick Claims Processing

Set-It-and-Forget-It Administration

Let us take care of it all. With a streamlined enrollment process, you benefit from a seamless process and avoid hassles associated with CDH administration.

  • Your clients will enroll, contribute and access their health accounts easily with our proven processes and support.
  • We work meticulously throughout the implementation process so that ongoing administration and reporting is easy for you.
  • Brokers can rest assured that employers and their employees are saving on premiums, reducing their tax burden and building health savings over the long-term will stay with you—year after year.

Dedicated Account Manager

Someone who is committed to you. MGIS customers have an MGIS account manager—someone who knows the company and our plans. You’ll never talk to a random representative in call center—you deserve better. All you have to do is call 800-969-6447.

Extended Calling Hours

Call 800-969-6447. Representatives are available for up to 12 hours a day. This means more answers to your questions and less hold music.

Cutting-Edge Technology

Get what you need.  Experience 24-hour access to a wide array of information, including account balances, claims, company reports, online enrollment, and more.

IVR System

We’re always listening to what you have to say. An easy-to-use interactive voice response (IVR) system provides participants the ability to call 24-hours a day and access their account information.

Quick Claims Processing

Speedy resolution. Guaranteed. Everyone promises to process your claims quickly. At MGIS, we actually do it. In fact, 98% of our claims are processed within 24 hours. Need to send a fax? Our fax number is 877-760-7081. We’re so confident that we can exceed average industry processing time that we guarantee our processing times in writing.

So, what exactly are flexible spending accounts?

Flexible Spending Accounts (FSAs) are IRS-regulated plans that allow you to put a portion of your income—on a pre-tax basis—into an account to pay for certain medical, dental, and other healthcare expenses not otherwise covered by your health insurance. Depending on your tax bracket, you could save up to 45% on every plan dollar spent. Discover some of the options.

FSA Store

MGIS is continuously working to help you maximize your FSA funds.

We have partnered with FSA Store, the only e-commerce site exclusively stocked with FSA eligible products and services – eliminating the guesswork behind what is reimbursable by a Flexible Spending Account.

In addition to thousands of FSA eligible products, FSA Store offers tools and resources to help you better understand your FSA. Now you can spend down your FSA and take advantage of this valuable resource.

Click here to access FSA Store.

Fund Access

It’s your money—we make it easy to get to it. At MGIS, we’re interested in making things as easy and convenient for you as possible. That’s why our clients use the MGIS Benefits Purchasing Card. The card works just like a credit card; the difference is that the money is debited from your pre-tax spending or savings account. Eligible expenses will be deducted from your account automatically.

  • No out-of-pocket expenses at the point of service
  • No need to file a claim
  • No waiting wait weeks for reimbursement

If your service provider does not accept Visa® or MasterCard®, you have the option of paying for the service and then submitting a Medical Reimbursement Request Form and/or a Dependent Daycare Reimbursement Request Form to MGIS. These forms are available at www.mgis.com/cdh.


A healthier way to pay. A Health Care Reimbursement Account is a type of FSA that allows you to set aside pre-tax dollars from your salary to pay for qualifying medical expenses including:

  • Co-pays
  • Prescriptions
  • Certain over-the-counter medications

How does an HCRA work? It’s easy.

  • Access your entire elected amount once plan is activated.
  • Use funds to pay for services even before money is deducted from your pay.

Want an example? Sure. If your annual election was $1200, you would have $100 deducted from your pay each month and deposited in your HCRA. If in March, you decide to have Lasik eye surgery at cost of $1000, you can pay for the procedure with your HCRA funds, even though only $300 has been deducted from your pay. However, make sure you use those funds. IRS guidelines state that any funds left in your account at the end of the plan year will be forfeited to the plan sponsor.


Depend on us to help care for those who depend on you. A Dependent Care Reimbursement Account is another type of FSA that still lets you set aside pre-tax dollars from your salary but with the purpose is to pay for qualifying child and dependent care expenses, not healthcare. Eligible expenses include the cost for a baby-sitter, a licensed daycare center or nursery school. Participating in a DCRA plan will typically save you more money than taking the dependent care tax credit on your tax return. How do you use a DCRA? It’s actually pretty simple.

  • Estimate yearly dependent care expenses. (up to $5,000 per year (if single, or married and filing jointly) or $2,500 per year (if married and filing a separate tax return).
  • Your employer will deduct these funds from each paycheck (before taxes) and put them in a DCRA.
  • Access funds up to amount you have deposited in your account year-to-date.

What’s an HSA? Can It help me?

A Health Savings Account is a useful healthcare resource to give you more control over how your healthcare dollars are spent. Contributions, interest and withdrawals for eligible healthcare expenses are all tax-advantaged. Unlike an FSA, your savings can be used to pay for eligible healthcare expenses today, tomorrow, next year and beyond. You don’t lose your funds even if you don’t use them.


HSAs can save you money. Watch your savings add up through:

  • Pre-tax payroll contributions straight from your paycheck
  • Tax-free interest earnings
  • Tax-free withdrawals on eligible healthcare expenses for you and your dependents

What does this all mean, and how does it save money? Here are three ways:

  • An HSA can be used to pay for your eligible medical expenses on a tax-free basis, reducing total healthcare costs.
  • Since your unused HSA funds roll over from year to year, you can also pay for your future eligible expenses on a tax-free basis.
  • Because any contributions you make from your paycheck are made before tax is applied, your contributions also save you money by reducing your taxable income.

Add it all together and you’ll end up with greater healthcare savings and a heftier wallet.

Fund Access

The funds you contribute to an HSA are yours to keep—there are no deadlines to use your money. Your HSA funds will follow you from year to year and job to job. As your HSA account grows you’ll also find it can offer you even more benefits:

  • Apply your funds to select mutual funds once they reach $1,000.
  • Use funds for whatever you choose without penalty after age 65 or if you become disabled.

HSA Card

Less paperwork. Fewer billing hassles. At MGIS, we’re not interested in making you jump through hoops to access your HSA funds. You’ll receive a Visa® debit card to access the funds in your account to use at doctor’s offices, pharmacies and other merchant or service providers to pay for eligible healthcare expenses. Enjoy comprehensive online access to your HSA anytime through our website:

  • View your balance, deposits, claim activity and payment history.
  • Schedule non-payroll contributions, enter claims, request an HSA Visa® debit card for your spouse or dependents.

Invest your funds once your balance reaches $1,000.

HRA: another smart acronym.

A Healthcare Reimbursement Arrangement (HRA) is an employer-sponsored plan designed to reimburse an employee and his or her spouse and/or dependents for eligible medical expenses as defined under IRS Code §213(d).

  • Helps manage rising healthcare costs
  • Functions similarly to an FSA
  • Holds funds contributed by employers on behalf of the employees
  • No “use it or lose it” policy

HRAs are subject to IRS guidelines and regulations. Per IRS guidelines, all medical expenses paid with HRA funds require third-party substantiation.


Understanding HRAs is a breeze. Employers:

  • Determine contribution amount and the percentage of unused HRA funds that can be carried over from year to year
  • Elect to fund HRA accounts as needed for reimbursement of claims periodically (i.e., monthly or quarterly) or with a lump sum contribution for the annual amount.
  • May offer an HRA account spend-down to terminated employees as an alternative to COBRA to terminated employee. An employer can also offer an HRA account spend-down program as an alternative. (The spend-down option allows employers to use the money left in their HRAs until it is exhausted.)

HRAs may be offered on a stand-alone basis or in conjunction with a high-deductible health plan (HDHP) or an FSA. When determining which plans to offer, employers should carefully consider all options to ensure full tax advantage and compliance with IRS regulations.

Stand-Alone HRAs

In a stand-alone HRA, the employer may design the arrangement to reimburse one or more of the following:

  • Out-of-pocket medical expenses as designated by IRS Code §213, such as copayments, deductibles and medical expenses not covered by the employer’s major medical plan (excluding reimbursement for health insurance premiums)
  • Dental or other specified out-of-pocket medical expenses (as determined by the employer)
  • Health insurance premiums (Premium Reimbursement Arrangement or” PRA”)

An employer may limit stand-alone HRAs to selected employees as long as the participation criteria is not in violation of nondiscrimination rules.

Integrated HRAs

In an integrated HRA/HDHP arrangement, an employer offers employees a major medical plan with a high deductible and gives participants access to an employer-funded HRA with an annual limit. HRA accounts:

  • Can be used to pay copayments, deductibles and other out-of-pocket medical expenses not covered by the HDHP.
  • May qualify for negotiated provider discounts, like under the HDHP.
  • Do not require a particular deductible or out-of-pocket limit on the major medical plan that forms part of the HRA/HDHP arrangement.

An HRA may also be offered in conjunction with an FSA. When HRAs and FSAs are implemented in conjunction with each other, HRA accounts traditionally must be exhausted before the participant may use FSA contributions for reimbursement of eligible expenses. However, the payout order is determined by the employer.

Saving money while commuting—it’s a beautiful thing.

The Commuter Benefit Arrangement (CBA) fights off those rush-hour blues. A CBA is essentially your FSA for commuting to work. Set aside specified pre-tax dollar for qualified transportation and parking expenses incurred for the purpose of employment.

Qualified Parking

What qualifies as qualified parking? This may sound like a philosophical dilemma, but it actually has a very simple answer: qualified parking means parking provided to an employee at or near the business premises of the employer. It can also mean parking provided at or near a location from which the employee commutes to work by mass transit, vanpooling, carpooling or by any other means.

Transit Passes

Transit passes are easily identifiable:

  • Bus pass
  • Daily ticket
  • Annual train card
  • Any pass, fare card or similar item that entitles an employee to transportation on mass transit facilities whether the facilities are publicly owned or not


Vanpooling is defined as a means of transportation between an employee’s residence and place of employment in a highway vehicle that has a seating capacity of six or more adults (not including the driver), and where 80% of the mileage used for a year can reasonably be expected to be used toward the purposes of transporting employees between their residence and place of employment.

Commuter Benefits Online Account

Tired of waiting in line to get a ticket, only to see your train or bus leave you behind? With the Commuter Benefits Online account, you get the benefit and convenience of ordering the tickets and passes you use to commute online, whether it’s recurring or just a one-time use. Sign into our website and instantly have access to over 10,000 different types of tickets and passes. If you don’t see what you need, just let us know—we’ll get it added for you.

Love paperwork? No one does. We understand.

At MGIS we eliminate paperwork as much as possible, making it easier and more convenient for you to get the funds you need. If you do find you need a form, you’ll find it here. Don’t see what you are look for? Give us a ring, we’re always happy to help.

Employee Forms

FSA ACCOUNTS: HCRA (Medical) and DCRA (Dependent Daycare) HCRA: (Medical FSA) – Information and Forms

DCRA: (Dependent Daycare FSA) – Information and Forms

HRA: (Health Reimbursement Arrangement – Employer-Sponsored Plan)

LPFSA (Limited-Purpose FSA) – Information and Forms


CBA: (Commuter / Transportation) – Information and Forms


Employer Forms

Summary of expenses covered in your program.

Download a PDF of the common expenses for your plan.

Account Information

HR Essentials

  • For an HR Library of Tools, Forms, and More … click here

HSA Accounts