Work with a local team of experts you can trust
At UBT, people are at the heart of what we do. Building lasting relationships allows us to better understand your needs and enhances our ability to provide the best services and solutions for you. Communication is crucial — as a locally-owned and operated organization, we’re more accessible. What does that mean for you? Responsive service without the waiting game so prevalent with larger financial institutions.
Educated employees are engaged employees
Our goal is to build employee engagement, maximize adoption rates, and help employees capitalize on their health benefits — and education is critical. Employees who understand their health benefits are more likely to take ownership of their health care dollars and maximize their financial benefits. Our customized education program will help them get there, with comprehensive support for employee enrollment and beyond — including printed literature, email campaigns, interactive tools, presentations, and more.
You don't have to manage your benefits alone
Our team's approach to service is centered on “real people, with real answers, in real time.” Our Health Benefit Solutions team is devoted 100% to health benefits and nothing else. As a client of Union Bank Health Benefit Solutions, you will never have to make another phone call to an automated answering service. When you or your employees call, the phone is answered by a live health benefits expert.
Stay on the cutting edge of health benefits
UBT's health benefits platform is powered by the industry’s largest and most comprehensive account administration technology. With full support for HSA, FSA, LPFSA, and DCA accounts in a single platform, you can offer your employees a consistent experience across all products — with one card, one online and mobile experience, and one support model, regardless of the combination of accounts the member chooses to enroll in.
We're Here to Help
Your plan has people — health benefits people
Our Health Benefit Solutions team is devoted 100% to health benefits and nothing else. We're available to help answer questions and solve problems from 8 a.m. to 5 p.m. CT, Monday through Friday.
In 2005, Union Bank & Trust began offering health savings accounts to employer groups. In the following years, we focused on enhancing our services to offer even more ways for employees to reap the benefits of their employers' health benefits, like a robust investment* fund lineup for those who wanted to use their HSA as another retirement planning tool.
Due to the high demand, we began researching a software platform that would allow us to support our clients more efficiently while expanding our services and evolving our technology. Consequently, we began offering flexible spending account administration in 2016 on an industry-leading technology platform. Health Benefit Solutions from UBT is the first and only local financial institution to offer both HSA and FSA administration on this platform.
Today, our Health Benefit Solutions department administers benefit accounts for more than 400 organizations and 18,000 individuals across all 50 states. Our clients range from 3 to 6,500 employees with more than $50 million in assets. The HBS team has more than 45 years of combined HSA and FSA experience.
Health savings accounts
Health savings account (HSA)
Those Age 55+
Frequently Asked Questions
The tax treatment of employer HSA contributions depends on how the business is incorporated. For sole proprietors, partnerships, and S-corporations, contributions to a partner’s HSA will be treated as a distribution to the partner and included in the partner’s income and may be deductible by the partner but not by the business (see IRS Notice 2005-8 for treatment of HSA contributions in exchange for guaranteed payments of services rendered for partners and two percent shareholder employees of S-corporations). For larger corporations, employer contributions are treated as employer-provided coverage for medical expenses under an accident or health plan.
Yes. An employer may fully fund the employee’s HSA at the beginning of the year, however HSAs belong to the individual and not the employer and the employer has no further control over the accounts after they have been funded. As a result, many employers elect to fund employee’s HSAs periodically throughout the year.
No. Employers are under no obligation to make any contributions to their employees’ HSAs. Many employers find that contributing to employees’ HSA accounts may help improve adoption of HDHPs and HSAs, especially if they are transitioning from a more traditional type of health coverage.
Employee contributions to an HSA can be made by payroll deductions or personal deposits. When an employee makes contributions through a payroll deduction and is ran through a Section 125 plan (also called a salary reduction or cafeteria plan) these dollar are pre-tax, including social security tax. If employees make personal deposits into their HSA it is on a post tax basis. The amount can be deducted from their taxable income but they will not recover the social security tax.
Yes. High-deductible health plan premiums are much lower than the typical HMO and PPO premiums. Many businesses are finding these health plans affordable for their companies and their employees.
An HDHP is a health insurance plan that offers higher deductibles and lower premiums than a traditional health insurance plan. With an HDHP, the annual deductible must be met before plan benefits are paid for services. In order for an HDHP to be paired with a Health Savings Account, it must meet the following requirements.
IRS Guidelines for a qualified HDHP:
|Year||Annual Deductible||Out-of-Pocket Expenses|
|2019||At least $1,350 for individual coverage and $2,700 for family coverage||Not exceeding $6,750 for individual coverage and $13,500 for family coverage|
|2020||At least $1,400 for individual coverage and $2,800 for family coverage||Not exceeding $6,900 for individual coverage and $13,800 for family coverage|
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