As an OGB member, you have exceptional health and wellness resources available to you. Be sure to take advantage of what your plans have to offer by understanding your coverage and what's available for you and your family. Click here to learn more about the plan offerings for 2015.
Flexible Benefits Plan
The OGB Flexible Benefits Plan gives active employees a way to take home more money in every paycheck! When you sign up for one or more Flexible Benefits options, your eligible expenses are deducted from your gross salary before taxes. If applicable, this might produce lower Social Security benefits. Because you pay less in taxes, your spendable income increases.
During Flexible Benefits Annual Enrollment, active employees can enroll in one or several Flexible Benefits Plan options:
Premium Conversion allows a plan member to pay the employee share of eligible health coverage and insurance premiums before taxes are calculated.
Employees can participate in the General-Purpose Health Care FSA option, Limited-Purpose Dental/Vision FSA or Dependent Care FSA option even if they are not enrolled in an OGB health plan or the Premium Conversion option.
General-Purpose Health Care Flexible Spending Arrangement (GPFSA) allows an employee to use pre-tax dollars to pay eligible out-of-pocket medical, dental and vision care expenses for himself or herself, his or her spouse and any other federal tax dependents – even if they are not covered by an OGB health plan. An employee cannot participate in the GPFSA and the Health Savings Account (HSA) options at the same time. This is a HIPAA-excepted benefits plan.
Limited-Purpose Dental/Vision Flexible Spending Arrangement (LPFSA) allows an employee to use pre-tax dollars to pay for eligible out-of-pocket dental and vision expenses only. An employee cannot participate in the GPFSA and the LPFSA options at the same time. However, an employee who enrolls in the Consumer Driven health plan with a Health Savings Account option (CDHP-HSA) can participate in the Limited-Purpose FSA option. This is a HIPAA-excepted benefits plan.
Dependent Care Flexible Spending Arrangement (DCFSA) allows an employee to use pre-tax dollars to pay eligible dependent care expenses for a child, disabled spouse, elderly parent or other dependent incapable of self-care.
The Health Savings Account (HSA) option allows a plan member and his or her employer to contribute pre-tax dollars to a Health Savings Account.
Active employees can contribute to the Health Savings Account option only when they choose the
OGB Consumer Driven Health Plan (CDHP)
and are not covered by other disqualifying non-high-deductible health plan coverage.
The deductible amount for plan members enrolled in the CDHP will reset at the beginning of the plan year on January 1, 2014.
The standard state contribution is $200 per plan year. The state also matches additional HSA contributions, dollar-for-dollar, up to $575 per plan year. The maximum HSA contribution amounts for the 2014 plan year are:
CDHP deductibles and contribution
Maximum HSA contribution
$200, plus up to $575 more in
dollar-for-dollar match of
Employee plus 1
Employee plus 2 or more
An employee age 55 or older can contribute an additional $1,000 to his or her HSA during the plan year.
The initial $200 state contribution will be paid by the employee’s agency in the first payroll period of the new plan year (based on the level of coverage on January 1, 2014).
Additional information can be found in the resources above or by calling OGB Flexible Benefits Administration at 225-925-4686.
DataPath Administrative Services
DataPath Administrative Services is the administrator for OGB’s Flexible Spending Arrangements (FSAs). The DataPath website features other tools to help you understand the benefits of your Flexible Spending Arrangement. Log on to
to use the interactive tax calculator; check your account with the easy-to-use mySource card; learn how to maximize your FSA through online videos; understand what expenses are eligible and more.
Filing a Claim for Reimbursement
Employees can be reimbursed from FSA accounts for over-the-counter (OTC) medicines if a written prescription from a doctor is obtained before the purchase is made. The prescription must show the name or type of medicine, the dosage and for how long it can be taken. The employee must keep the original written prescription and make a copy of it to attach to a claim form when filing a claim.
The Flexible Spending Arrangement Handbook contains a generic list of medical services, treatments, procedures and over-the-counter medicines that can be paid for by using the tax-free dollars in your General-Purpose Flexible Benefits Arrangement (GPFSA) account. You can also login to the website from the OGB home page to view the EBIA Health Care Expenses Table below.
However, if for any reason you are not able to use your FSA card for payment of a service, treatment, procedure or over-the-counter drugs, you can file a claim for reimbursement from DataPath Administrative Services (the FSA administrator) for any remaining out-of-pocket costs after your claim has been processed by your health plan and you have received a check and an explanation of benefits (EOB). Here’s what to do …
The employee must include a copy of the prescription must be included each time a reimbursement claim is filed for any additional purchases of that medicine.
The employee must obtain a new prescription for each plan year. If the employee wants to continue receiving reimbursements for the medicine after the current plan year ends, he or she will need to request an updated prescription from the doctor.
After the employee purchases the prescription, he or she can complete, sign and send a GPFSA Medical Expense Claim Reimbursement Form
to DataPath Services with a copy of the detailed store receipt and a copy of the written prescription.
Employees can fax the completed form and a copy of the explanation of benefits (EOB) to 1-888-472-6777 (toll-free) or mail claims to:
DataPath Administrative Services
1601 Westpartk Dr., Suite 9
Little Rock, AR 72204