Employer contributions must be “comparable”, that is they must be in the same dollar amount or same percentage of the employee’s deductible for all employees in the same “class”. You can vary the level of contributions for “full-time” vs. “part-time” employees, and employees with “self-only” coverage vs. “family coverage”.

much or as little as you want (while staying below the legal limit on the account of $2,850 for employees with self-only coverage or $5,650 for employees with family coverage in 2007).

As much or as little as you want (while staying below the legal limit on the account of $2,850* or $5,650* for employees with family coverage). *These amounts are for 2007. They are indexed annually for inflation.

Great news! Effective January 1, 2007, the rules now allow greater employer contributions for lower-paid employees. Previously, employer contributions under the comparability rules had to be the same amount or percentage of the deductible for all employees with the same category of coverage. Consequently, employers could not contribute higher amounts to lower-paid employees.

Yes, contributions can be made by both you and your employer. Just keep in mind that all deposits count towards the maximum annual contribution.

HSAs are open to almost everyone with an HSA-eligible high-deductible health plan. Eligible and qualified individuals, employees and employers may contribute to an HSA. In addition, contributions can be made by others on behalf of the individual covered by the HSA-eligible high-deductible health plan with the contributions deductible by the covered individual (May 15, 2004, Treasury Guideline).

Anyone can contribute to an eligible individual's HSA; however, it is the individual account holder's responsibility to ensure HSA contributions do not exceed maximum limits.

Yes, an employer can continue your salary in lieu of workers’ compensation benefits but the insurance company still has to file a WC 3/4 form with Workers’ Compensation Division showing monies paid. It is necessary to report to the Division that the employer is paying salary in lieu of workers’ compensation benefits. Code of Alabama, 1975 §25-5-57 - No, the law does not require notice of the termination of temporary total benefits before they can be stopped.

Yes. The employer can pay the setup fees by sending a separate check with the employee applications accompanied by each employee's check for the opening contributions.