At Healing Qi Oasis, we are committed to providing wellness services that promote health and well-being.  This policy outlines the use of Flexible Spending Accounts (FSA) and Health Savings Accounts (HAS) for massage therapy services offered at our spa. 

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Eligible Services:

Only massage therapy sessions performed by a Licensed Massage Therapist are eligible for reimbursement through FSA and HAS. 

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Packages and Memberships:

Packages: Clients may purchase massage packages using FSA and HSA funds.

Packages must consist solely of eligible massage services.

Memberships: 

Monthly memberships that include massage therapies are not eligible for purchase with FSA or HSA funds. Only individual massage sessions can be claimed. 

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Documentation Requirements:

To ensure compliance with IRS regulations, the following documents is required for FSA and HSA reimbursement:

-Receipts must include:

Date of service

Description of the services (e.g. Therapeutic Massage)

Cost of the service

Name and credentials of the provider

Client’s name

-Clients must retain copies of all receipts of their records to provide necessary information for FSA/HSA claims. 

 

Restrictions on Usage

FSA and HSA funds cannot be used for:

Gratuities

Non-eligible services (e.g., beauty treatments, spa amenities)

Membership fees or monthly subscriptions

Funds may only be used for services provided; products sold at the spa are not eligible for reimbursement.

 

Third-Party Payment

Clients opting to use FSA or HSA must pay for services upfront. Healing Qi Oasis does not direct bill FSA or HSA accounts. Clients are responsible for submitting their receipts to their respective FSA/HSA providers. 

 

Changes to Policy

Healing Qi Oasis reserves the right to amend this policy at any time to comply with current IRS guidelines and regulations. Clients will be notified of any changes that may affect their use of FSA or HSA funds. 

 

Contact Information

For any inquiries regarding the use of FSA or HSA funds for services at Healing Qi Oasis please contact us at:

Phone: 347 229-9140

Email: Sales@healingqioasis.com

Address: 165-43A Baisley BLVD, Suite 6. Jamaica NY 11434

By purchasing services at Healing Qi Oasis, Clients acknowledge their understanding and acceptance of this FSA and HSA Use Policy. 

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Steps to Submit a Claim to FSA/HSA Provider

 

1. **Gather Required Documentation:**

   - Obtain a detailed receipt from the service provider, which should include:

     - Date of service

     - Description of the service (e.g., massage therapy)

     - Cost of the service

     - Provider’s name and credentials

     - Patient’s name

 

2. **Complete Claim Form:**

   - Log in to your FSA/HSA provider’s website or app.

   - Find and download the required claim form (if applicable).

   - Fill out the form with your personal information, service details, and any other required fields.

 

3. **Submit the Claim:**

   - **Online Submission:** If your provider allows online submissions, you can usually upload the claim form and the receipt directly through their portal.

   - **Mail Submission:** If necessary, print the completed claim form and attach the receipt. Mail it to the address provided by your FSA/HSA provider.

 

4. **Keep Copies:**

   - Retain copies of all documents submitted for your records.

 

5. **Check Claim Status:**

   - Many providers offer a way to track the status of your claim online. Check back regularly to ensure it has been processed.

 

6. **Follow-Up:**

   - If you do not receive a response or reimbursement within a few weeks, reach out to your FSA/HSA provider for an update.

 

### Additional Tips

 

- Review your FSA/HSA plan documents to ensure eligibility of the service.

- Ensure all information given is accurate to avoid delays in processing.

- Some providers may have specific submission deadlines, so be sure to submit your claim in a timely manner.

 

If you have specific questions about the process, consider reaching out directly to your FSA/HSA provider for clarification.

 

Eligible expenses for Flexible Spending Accounts (FSAs) may vary slightly depending on the specific plan, but generally, the following types of expenses are eligible for reimbursement:

 

### Common Eligible Expenses for FSA Reimbursement

 

1. **Medical Expenses:**

   - Copays for doctor visits and prescription medications

   - Medical equipment (e.g., crutches, bandages, and wheelchairs)

   - Diagnostic services (e.g., blood tests, X-rays)

   - Vision care services (e.g., eye exams, glasses, contact lenses)

   - Dental expenses (e.g., cleanings, fillings, braces)

 

2. **Preventive Care:**

   - Vaccinations and immunizations

   - Annual physical exams

   - Preventive screenings (e.g., mammograms, colonoscopies)

 

3. **Over-the-Counter (OTC) Products:**

   - Certain OTC medications and products (pain relievers, allergy medications, cold medications) if prescribed by a doctor.

   - First aid supplies (band-aids, gauze, thermometers)

 

4. **Mental Health Services:**

   - Counseling and therapy sessions (with licensed professionals)

   - Psychiatric care

 

5. **Alternative Treatments:**

   - Chiropractic services

   - Acupuncture

   - Massage therapy (if deemed medically necessary and prescribed by a healthcare provider)

 

6. **Fertility Treatments:**

   - Expenses related to fertility enhancements and treatments

   - Birth control devices and related services

 

7. **Transportation Expenses:**

   - Costs related to traveling for medical care (car mileage, public transport fares)

 

8. **Health Insurance Premiums:**

   - Some plans allow reimbursement for premiums related to health insurance (check specific eligibility).

 

### Important Considerations

- **Documentation:** Always keep receipts and any necessary documentation. Claims may require verification from your healthcare provider.

- **Check with your FSA Plan:** Rules can vary between different employers and plans, so it is essential to review your specific FSA documentation or consult your plan administrator for further clarification.

- **Deadline:** Be aware of spending and claim submission deadlines associated with your FSA.

 

For detailed information and specific exceptions, you should check the IRS guidelines or your FSA plan documents.

 

[“A Flexible Spending Account (FSA) is a tax-advantaged financial account that allows employees to set aside pre-tax dollars to pay for eligible medical expenses. Here’s a detailed overview of how FSAs work:\n\n### 1. **Establishment of the Account**\- **Employer-Sponsored:** FSAs are typically established by employers as part of their benefits package. Employees do not open these accounts directly; they enroll in the FSA through their employer during open enrollment.\n   - **Contribution Limits:** Employees can contribute a portion of their salary to the FSA before taxes are withheld, up to an annual limit set by the IRS ($3,050 for 2023).\n\n### 2. **Contributions**\n   - **Pre-Tax Deductions:** The contributions are made with pre-tax dollars, reducing the employee’s taxable income. This can lead to tax savings since FSA funds are not subject to federal, state, or payroll taxes.\n   - **Use of Funds:** The total annual amount you elect to contribute is available for use at the beginning of the plan year, even if you haven’t had the full amount deducted from your paycheck yet.\n\n### 3. **Eligible Expenses**\n   - Employees can use FSA funds to reimburse themselves for a variety of qualified medical expenses, including:\n     - Doctor visits\n     - Prescription medications\n     - Medical equipment\n     - Dental and vision care costs\n     - Some over-the-counter products (if prescribed)\n\n### 4. **Reimbursement Process**\n   - **Paying for Services:** Employees first pay for eligible expenses out-of-pocket. They can then seek reimbursement from their FSA for those expenses.\n   - **Claim Submission:** Employees must submit claims to the FSA administrator, typically accompanied by receipts or invoices that demonstrate the expense was for a qualified medical service.\n\n### 5. **Use-it-or-Lose-it Rule**\n   - Generally, FSAs operate under a use-it-or-lose-it rule, meaning that funds must be spent by the end of the plan year or within a specified grace period (if offered). Unused funds are forfeited to the employer.\n   - Some plans may offer a **carryover option**, allowing funds up to a certain amount (e.g., $610 in 2023) to carry over into the next plan year, but not all plans offer this feature.\n\n### 6. **Tax Implications**\n   - Contributions reduce your taxable income, and qualified withdrawals are tax-free. This dual tax advantage makes FSAs an attractive option for managing healthcare costs.\n\n### 7. **Important Considerations**\n   - **Enrollment:** Employees must enroll during their employer’s open enrollment period or during a qualifying life event (e.g., marriage, childbirth).\n   - **Account Ownership:** Unlike Health Savings Accounts (HSAs), FSAs are not owned by the employee. If you leave your job, you typically lose access to unused funds, unless your employer allows you to continue the plan through COBRA.\n   - **Documentation:** Keep detailed records of expenses, as your FSA administrator may request proof of payment or eligibility for claimed expenses.\n\n### Summary\nA Flexible Spending Account (FSA) is a valuable benefit that allows employees to save on taxes while managing out-of-pocket medical expenses. Understanding how to use an FSA effectively can lead to significant savings on healthcare costs.”]

 

["Comparing a Flexible Spending Account (FSA) and a Health Savings Account (HSA) involves looking at key features, eligibility requirements, contribution limits, tax implications, and more. Here’s a breakdown of the differences and similarities between the two:\n\n### 1. **Account Ownership**\n- **FSA:** Owned by the employer. If you leave the job, you typically lose access to any unused funds unless you can continue the plan through COBRA.\n- **HSA:** Owned by the individual. You retain control of your HSA funds even if you change jobs or retire.\n\n### 2. **Eligibility**\n- **FSA:** Available to all employees whose employers offer this benefit; no special eligibility requirements.\n- **HSA:** Must be enrolled in a high-deductible health plan (HDHP) to qualify. Additionally, you cannot be enrolled in other health coverage that is not an HDHP.\n\n### 3. **Contribution Limits**\n- **FSA:** For 2023, the contribution limit is $3,050 per employee. Employers may also contribute, but the combined total cannot exceed this limit.\n- **HSA:** For 2023, the contribution limit is $3,850 for individuals and $7,750 for families. Those aged 55 and older can contribute an additional $1,000 as a catch-up contribution.\n\n### 4. **Tax Advantages**\n- **FSA:** Contributions are made with pre-tax dollars, reducing taxable income. Withdrawals for qualified medical expenses are tax-free.\n- **HSA:** Contributions are tax-deductible (or made with pre-tax dollars if through an employer), account growth is tax-free, and withdrawals for qualified medical expenses are also tax-free. This triple tax advantage is unique to HSAs.\n\n### 5. **Qualified Expenses**\n- Both FSAs and HSAs can be used for similar qualified medical expenses (e.g., doctor visits, prescriptions); however, HSAs have more flexibility with investment options and can be used for non-medical expenses after age 65 without penalties (taxes apply).\n\n### 6. **Use-it-or-Lose-it Rule**\n- **FSA:** Typically has a use-it-or-lose-it rule, where unused funds at the end of the plan year are forfeited; some plans may offer a grace period or carryover option (limited to a specific amount).\n- **HSA:** Funds roll over year after year, so there is no expiration on your contributions.\n\n### 7. **Investment Options**\n- **FSA:** Generally does not offer investment options; funds are available for immediate use.\n- **HSA:** Often allows account holders to invest funds in various investment vehicles, potentially growing savings over time.\n\n### 8. **Withdrawal Flexibility**\n- **FSA:** Requires you to have an eligible expense before you can withdraw funds (or be reimbursed).\n- **HSA:** You can withdraw funds for both qualified medical expenses and, after age 65, for any purpose without penalties (although ordinary income tax will apply for non-medical withdrawals).\n\n### Summary\nBoth FSAs and HSAs provide valuable tax advantages for managing healthcare expenses, but they serve different needs and have different rules. FSAs are more rigid in terms of fund availability and usability, while HSAs offer greater flexibility, portability, and savings potential over time. Your choice between FSA and HSA will depend on your individual circumstances, health needs, and financial goals."]

 

[“Comparing a Flexible Spending Account (FSA) and a Health Savings Account (HSA) involves looking at key features, eligibility requirements, contribution limits, tax implications, and more. Here’s a breakdown of the differences and similarities between the two:\n\n### 1. **Account Ownership**\n- **FSA:** Owned by the employer. If you leave the job, you typically lose access to any unused funds unless you can continue the plan through COBRA.\n- **HAS:** Owned by the individual. You retain control of your HSA funds even if you change jobs or retire.\n\n### 2. **Eligibility**\n- **FSA:** Available to all employees whose employers offer this benefit; no special eligibility requirements.\n- **HSA:** Must be enrolled in a high-deductible health plan (HDHP) to qualify. Additionally, you cannot be enrolled in other health coverage that is not an HDHP.\n\n### 3. **Contribution Limits**\n- **FSA:** For 2023, the contribution limit is $3,050 per employee. Employers may also contribute, but the combined total cannot exceed this limit.\n- **HSA:** For 2023, the contribution limit is $3,850 for individuals and $7,750 for families. Those aged 55 and older can contribute an additional $1,000 as a catch-up contribution.\n\n### 4. **Tax Advantages**\n- **FSA:** Contributions are made with pre-tax dollars, reducing taxable income. Withdrawals for qualified medical expenses are tax-free.\n- **HSA:** Contributions are tax-deductible (or made with pre-tax dollars if through an employer), account growth is tax-free, and withdrawals for qualified medical expenses are also tax-free. This triple tax advantage is unique to HSAs.\n\n### 5. **Qualified Expenses**\n- Both FSAs and HSAs can be used for similar qualified medical expenses (e.g., doctor visits, prescriptions); however, HSAs have more flexibility with investment options and can be used for non-medical expenses after age 65 without penalties (taxes apply).\n\n### 6. **Use-it-or-Lose-it Rule**\n- **FSA:** Typically has a use-it-or-lose-it rule, where unused funds at the end of the plan year are forfeited; some plans may offer a grace period or carryover option (limited to a specific amount).\n- **HSA:** Funds roll over year after year, so there is no expiration on your contributions.\n\n### 7. **Investment Options**\n- **FSA:** Generally does not offer investment options; funds are available for immediate use.\n- **HSA:** Often allows account holders to invest funds in various investment vehicles, potentially growing savings over time.\n\n### 8. **Withdrawal Flexibility**\n- **FSA:** Requires you to have an eligible expense before you can withdraw funds (or be reimbursed).\n- **HSA:** You can withdraw funds for both qualified medical expenses and, after age 65, for any purpose without penalties (although ordinary income tax will apply for non-medical withdrawals).\n\n### Summary\nBoth FSAs and HSAs provide valuable tax advantages for managing healthcare expenses, but they serve different needs and have different rules. FSAs are more rigid in terms of fund availability and usability, while HSAs offer greater flexibility, portability, and savings potential over time. Your choice between FSA and HSA will depend on your individual circumstances, health needs, and financial goals.”]