⒈ Paid Care Work: A Case Study

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Paid Care Work: A Case Study

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If the plan does not meet the requirements to be a DCAP, it will still be treated as a DCAP in the case of employees who are not highly compensated employees. Highly compensated employees who receive dependent care assistance under a plan that does not qualify as a DCAP under Sec. However, non-highly compensated employees can exclude benefits up to the maximum exclusion amounts from a plan that does not qualify as a DCAP under Sec. Excess assistance is included in income in the year the dependent care services are provided, even if the reimbursement or payment is made in a later tax year Sec. A qualified program must be documented in a separate written plan that can be part of a larger plan providing a choice of taxable or nontaxable benefits a Sec. While the program need not be funded, it must meet the following requirements of Sec.

Certain employees can be excluded when applying these tests Sec. If a plan does not meet these requirements, highly compensated employees as previously defined must include the benefits in gross income Sec. DCAPs can be and often are included as part of a Sec. In fact, a cafeteria plan that satisfies the written plan requirements for plan benefits in Prop. However, for highly compensated employees to exclude dependent care assistance from income, the program must meet the Sec.

Neither the status of the program as a DCAP nor the discriminatory status of the cafeteria plan affects other non-highly compensated employees. A dependent care flexible spending account FSA is a benefit program under which dependent care reimbursement accounts are established for participating employees. The participants make elective pretax contributions to fund their individual reimbursement accounts. These amounts are withheld periodically during the year. The balances in the reimbursement accounts are then used to reimburse specific dependent care expenses incurred by the employee during the year—subject, however, to reimbursement maximums and other reasonable conditions.

A participant in the dependent care FSA is entitled to reimbursement solely for dependent care expenses i. A dependent care FSA can be offered alone or as a part of a larger Sec. This means the amount available currently to an employee for reimbursement of dependent care expenses under the program is limited to the amount of employee contributions made at that point, reduced for any prior reimbursements. Employees forfeit any amount remaining in their dependent care FSA at the end of the plan year unless the plan provides a qualifying grace period. Expenses for qualified benefits incurred during the grace period may be paid or reimbursed from benefits or contributions that remain at the end of the immediately preceding plan year.

The employee forfeits any balance still remaining at the end of the grace period. Grasso, R. Barry Johnson, Lewis A. TUC general secretary Frances O'Grady said it was "criminal" that care workers were not being paid their full entitlement. Colin Angel, of the UK Homecare Association, which represents providers, said they operate in a market where purchasers, largely local councils, "face unprecedented spending constraints". A spokesman for the government said: "It is not only unacceptable to pay less than the minimum wage, it is against the law. Firms failing on minimum wage named. Families 'face income stagnation'. Care in the UK: The costs you face.

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