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The growth of the MSA market will only be limited by the narrow vision of the end user and the field-marketing agent.
The benefits industry has always responded positively to change, especially where such change represents opportunity.
By educating the public that there are cost-effective ways to �program� the use and reimbursement of medical treatments, nonqualified MSA providers will enable new premium dollars to be freed up for other uses.
By creating �flexible funded MSA accounts,� benefit sponsors will provide the employee with a means of offsetting future out of pocket medical costs, while building a growing asset account for the future. This can become really important as employees reach the senior years, when medical expenditures are likely to grow larger.
Furthermore, the nonqualified approach allows for flexibility in funding. There could be both employer and employee contributions with concurrent tax benefits, There can be multiple funding options allowing for conservative employees, employees who want a higher return on their MSA fund dollars, and finally the �high account balance� employee (probably an owner, manager or professional) who wants a self-directed account with higher potential returns. All these are possible in the development and offering of non-qualified MSAs.
An important consideration for the MSA administration piece (which you are allowed to negotiate on a separate standalone basis according to the law---separate from any one product) is the proper adjudication of MSA claims.
Under some approaches, companies and / or administrators use a �shoebox� or debit card approach to reimbursement. Any arrangement which does not allow for the further re-pricing of claims (separate from the underlying medical insurance product) does not do the client financial justice.
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