As often happens to investment vehicles created by legislation, Health Savings Accounts (HSAs) have
suffered under the complex regulations meant to discourage misuse. However, the accounts have
potential to do more than simply allow investors to save and pay for health-care expenses with tax-free
dollars. They offer a potential way for individuals to bridge gaps in health insurance coverage that may
occur during times of unemployment or in retirement.

The Medicare Modernization Act of 2003 created HSAs. Anyone younger than
65 can open an HSA after purchasing a qualified high-deductible health
insurance plan. An individual can maintain an HSA and be covered under
other insurance policies, as long as that person doesn’t “double dip” and have
medical expenses paid by both insurance and the Health Savings Accounts.

To be considered “qualified” the insurance plan must have a deductible of at
least $1,050 for individuals or $2,100 for family, and have a limit of $5,250
individual and $10,500 family for out-of-pocket expenses. Choosing a policy
that qualifies can involve insurance and tax issues that should be discussed
with professionals in those fields.

Contribution caps are the lesser of the insurance plan deductible or the IRS
maximum. For 2006, the IRS max is $2,700 for individuals and $5,450 for
families. Individuals 55 or older can make a $700 catch-up contribution in 2006.

Many employers offer flexibility spending accounts for medical expenses (and
sometimes child care) that allow employees to set aside pre-tax dollars for
medical  expenses not covered by the company’s health insurance, including
premiums and deductibles. Unlike flexible spending accounts, however, HSA
contributions and gains can be rolled from year to year – there’s no “use it or
lose it” requirement – and you retain ownership of the funds even if you terminate
employment. If your employer offers a flexible spending account, you should take
a description of the account requirements and restrictions when you discuss an
HSA with your financial professional.

Because you establish an HSA independent of your employer, these accounts
can provide a health care expense “safety net” should you terminate
employment (voluntarily or involuntarily). They also provide retirees with another
investment vehicle that offers tax deductions for contributions, tax-free growth
and tax-free withdrawals for medical expenses. Withdrawals for non-medical
expenses after age 65 are still taxable, and a 10% penalty applies for non-medical withdrawals before
age 65.

If you plan to use Health Savings Account funds in the near term, a liquid, interest-bearing account like a
savings account may be appropriate. However, if you don’t anticipate an immediate need for all or part
of your HSA funds, the accounts are self-directed, allowing you to use other investment options. Your
financial professional can help you determine which investment vehicle best meets your needs.

According to a 2006 survey by Watson Wyatt and the National Business Group on Health, health care
insurance premiums have been rising at two- to three-times the rate of inflation for the past five years.
Understanding the complexities of health savings accounts may be one way to lessen the blow and
prepare for the future.

This article was submitted by Robert Valentine of Financial and Retirement Management.Robert Valentine is a well-known expert in the matters concerning investors. His articles on financial planning matters that concern investors have been published by several publications throughout the United States.