Human Resources

DCAP allows you to pay for $1 - $5,000 of qualified dependent care expenses on a pre-tax basis.

Eligible expenses may only be incurred for dependents under 13 years of age for care while you are working are and include day care day camp, after school programs, nursery school, and more.

Please note: you may either use the DCAP program or claim the child care tax credit when you file your taxes—not both. Additionally, if you have an older IRS dependent who lives with you at least 8 hours per day and requires someone to come into the house to assist with day-to-day living, you can claim these expenses through your DCAP.

HCSA allows you to pay for $250 - $2,700 of annual eligible health care expenses on a pre-tax basis. Eligible expenses include most medical co-pays, eyeglasses and contact lenses not covered by your health or vision insurance, orthodontia and dental expenses not covered by your dental insurance and more.

As a participant in the HCSA you receive two debit cards, enabling you to pay eligible expenses directly rather than submitting a claim form. You must still retain receipts in case the HCSA/DCAP plan administrator requires a copy of the receipt or in case of audit by the IRS. You may purchase two additional cards at $5.00 per set.

Debit cards cannot be used for DCAP expenses.

GIC-eligible employees may apply to participate in the HCSA and/or DCAP when completing initial hiring paperwork or during annual open enrollment any year for participation in the following plan year and are provided enrollment information at each of these times.

Current participants/New Participants must enroll or re‐enroll each year to continue participating. All HCSA and DCAP enrollments must be processed on‐line at www.benstrat.com/gic-fsa between April 3, 2019 and before midnight on May 1, 2019 -- no need to submit a hard-copy enrollment confirmation!

Monthly fee for HCSA & DCAP: The pre-tax participation fee for one or both plans is $2.00, payroll deducted once per month.

HCSA participants may use the debit card issued by the plan administrator to pay for eligible expenses directly or submit a claim form to the plan administrator requesting reimbursement via check or direct deposit.

DCAP participants may request reimbursement of eligible expenses up to the amount contributed to the plan calendar-year-to-date by submitting a claim form the plan administrator.

Elections/contributions made in one plan year may be used during the first 2.5 months of the following plan year as long as the expense is submitted for reimbursement by the annual deadline.

Paid leave has no impact on HCSA; for DCAP the IRS regulations state that you must be at work in order to incur DCAP - eligible expenses. Please refer to plan administrator for details and options to pre-pay contributions to avoid an interruption of FSA benefit(s).

Health Care Spending Account: You may not incur expenses eligible for HCSA reimbursement during an unpaid leave. Bi-weekly deductions upon return to university payroll will be increased to meet your full annual election amount. Please refer to plan administrator  for details and options to pre-pay contributions to avoid an interruption of FSA benefit(s).