Success story: Building a benefits plan with value for both employees and the employer

The opportunity

In 2018, Samaritan Health Services offered Health Savings Accounts (HSAs) to employees for the first time. 

The following year, Samaritan Health Services transferred their Healthcare Flexible Spending Accounts (HC-FSAs), Limited-Purpose Flexible Spending Accounts (LP-FSAs) and Dependent Care Flexible Spending Accounts (DC-FSAs) to HSA Bank.

Initiatives that drove outcomes

To build a new benefits plan takes a partnership between employer and vendor, with a commitment to ongoing education and continuous improvement. While a range of education is important, sometimes you need to drill down on a specific need. So, when reports showed that employees were confused with FSA auto-substantiation, HSA Bank provided specific education to address the concern. 

HSA Bank provided education and onboarding materials to fit a range of learning styles so employees could find out more about the many accounts offered. This included on-site open enrollment sessions, virtual sessions, HSA and FSA webinars, lunch 'n’ learns, decision support tools and onboarding emails.

The outcome: A more streamlined experience for employees and tax savings for Samaritan Health Services

Regular check-ins and proactive communication helped Samaritan Health Services build a trusted relationship with HSA Bank. Continued training and education in collaboration with the HSA Bank Account Executive contributed to an improved employee experience overall – specifically with substantiation.

But benefits are not limited to employees. Over the years, Samaritan Health Services also saw increased annual tax savings due to increased pre-taxed HSA contributions year over year.*

_{*Employer savings are estimated based on the FICA taxes, State and Federal unemployment taxes and Worker’s Compensation insurance premiums that are associated with payroll.}