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Key Processing Dates

Direct Deposit

Weekly direct deposit reimbursement

  • Fridays - Claims received by Friday of each week will be processed by Wednesday of the following week.
  • Wednesdays - Direct Deposit reimbursements will be wired to the bank for claims received by the previous Friday.
  • 5th - Regular Claims Cutoff
    "In by the 5th; Out by the 15th." For those not electing Direct Deposit, claims received in our office by the 5th will go out by the 15th. Claims received after this day will be processed on the next monthly cycle.
  • 10th - Due Date for Monthly Fees
    Your fee payment must be received by the 10th so your employees' claim checks can be released on a timely basis.
  • 15th - Benefit Checks Mailed
    Benefit checks for those not on Direct Deposit are mailed to the participants' home addresses unless otherwise specified.
  • 20th - Billing Date
    Bills are sent for the current month so you can reconcile your end-of-month withholdings against our administrative system. Enter any changes on the included Change Report.


Basic Monthly Processing

Monthly reimbursement - checks and/or monthly direct deposit

  • 5th - Claims Cutoff 
    "In by the 5th; Out by the 15th." Claims (Reimbursement Requests) received in our office by the 5th of the month will go out by the 15th. Claims received after this day will be processed on the next monthly cycle.
  • 10th - Fee Invoice Due Date
    The monthly invoice along with the Change Report is due on the 10th of the each month.
  • 15th - Benefit Checks Mailed
    Benefit checks are mailed to the participants' home addresses unless otherwise specified.
  • 20th - Billing Date
    Bills are sent for the current month so you can reconcile your end-of-month withholdings against our administrative system. Enter any changes on the included Change Report.

Related items

  • Benefits Bank Account

    Employers whose plans include FSAs should establish a checking account in the bank of their choice to serve as a "benefits" bank account.

  • Legal Compliance

    Federal law requires your company to comply with IRS regulations on proper documentation and reporting.

  • Discrimination Testing

    A Flexible Benefit Plan may not discriminate in favor of key employees or highly compensated employees (see definitions below).

  • COBRA Compliance

    Learn how COBRA laws apply to your Flexible Benefits Plan.

  • New Employees

    What information is needed when a new employee is hired?