TRI-AD offers unrivaled technology and service for you and your employees. Reimbursement administration services are more than data accuracy and rapid claims processing.
Our best-in-class technology assures efficient functionality and our high-touch service provides an unparalleled user experience. Your TRI-AD team collaborates with you to develop a solid implementation plan and create a communications strategy to educate and engage your employees. Our proven methodology is evidenced through our 100% implementation satisfaction rate.
Seamless User Experience
Single sign-on web-based technology
Clear information creating confident employees who understand the value of their benefit plans — We know what to communicate, when, and how!
Real-time alerts for balances, claims denial/approval, text message and email options, educational pieces to increase participant fluency
TRI-AD’s online portal provides: Real-time report generation with filtering options; Real-time claims reimbursement and payment; Full web-based account inquiry; Claims management; and Participant account maintenance
Mobile App: Benefits on the Go
Full account access and claims submission
Participant Service Center
Exceptional support during enrollment periods and throughout benefit journey
85% of FSA debit card claims automatically adjudicated and cleared in real time
Stackable Debit Card
Swipe and Go with an intelligent, fully integrated card — multi-purse capabilities tied to FSA, DCFSA, LPFSA, HSA, HRA, and the debit card model commuter plan
BenefitSpot™ Account Aggregation
Our BenefitSpot portal aggregates your employees’ accounts in one place, making it fast, simple and easy for them to manage their multiple accounts— it even includes their 401(k) and other retirement accounts
Health Care Flexible Spending Accounts (HCFSAs) allow participants to use pre-tax funds to pay for health care expenses that are not covered by insurance for the participant, their legal spouse, and eligible dependents. Employees deposit a set amount — within IRS guidelines — out of each paycheck into the account before any taxes are calculated. Throughout the year, participants are reimbursed for eligible health care expenses.
This is a great way to increase your employees’ spending power and decrease your organization’s payroll taxes. Employees benefit from an expansive list of qualified expenses.
A Dependent Care FSA is a great way to save money by using pre-tax funds to pay for certain care-related expenses for qualified dependents such as children, a disabled spouse, or legally dependent parents. Your organization can help relieve some of the financial burden and stress that arises with dependent care. Employees benefit from an expansive list of qualified expenses.
By offering a high-deductible health care plan with a Health Savings Account (HSA), you can enrich your benefit offerings by adding a Limited Purpose FSA. Exclusively designed for dental and vision expenses, this plan offers additional tax savings for your employees. TRI-AD can help provide a tailored solution that works for your organization and your employees.
The Health Savings Account (HSA) is a tax-exempt account that works in conjunction with a High-Deductible Health Plan (HDHP) to allow participants to pay for out-of-pocket healthcare expenses with tax-free dollars. This includes deductibles, coinsurances, copayments, prescription drugs, and more.
The HSA functions like a 401(k) for your employees’ healthcare today and into retirement. An HSA is an easy and safe way to lower your employees’ healthcare costs today, while helping them save money for future healthcare expenses. Our HSA not only helps pay for qualified medical expenses and covered health care services, but it also acts as an investment tool, utilizing low-cost investments, to grow reserves for the future.
If your organization is considering a move to more consumer-driven healthcare choices, an HRA is a helpful transitional tool. Similar to the Health Care FSA, HRA funds can be used to pay for health care expenses that are not covered by insurance for the participant, their legal spouse, and eligible dependents.
HRAs are funded only by the employer so employees cannot make any contributions to the account. HRAs pair with any health plan and can work in conjunction with FSA accounts.