Am I eligible for both the DepCare FSA and ASE Childcare reimbursement program benefits?
Yes, Academic Student Employees (ASEs) who are covered under Article 4 of the UAW collective bargaining agreement have the opportunity to participate in both the Dependent Care Flexible Spending Account (DepCare FSA) and the ASE Childcare Reimbursement Program. This dual eligibility provides significant support for childcare expenses. However, it’s crucial to understand that you cannot submit a claim for the same expense under both programs. Careful planning is necessary to maximize benefits from each program without duplicating claims.
The DepCare FSA SPD specifies that an eligible dependent includes a child under age 13. What happens once my child turns 13?
According to IRS guidelines, unless your child is deemed incapable of self-care, dependent care expenses incurred on or after the date your child reaches 13 years old are generally not eligible for DepCare FSA reimbursement. For detailed examples and definitions, it’s recommended to consult IRS Publication 503.
It is essential to proactively manage your DepCare FSA contributions as your child approaches the age of 13. You have a 31-day window following your child’s 13th birthday to adjust or cancel your DepCare FSA contribution. If no changes are made, contributions will continue for the remainder of the plan year, even though expenses incurred after your child turns 13 will not be reimbursable, unless the child is incapable of self-care as defined by the IRS.
Are schooling or educational expenses considered eligible for reimbursement under the ASE dependent care program?
Generally, schooling and educational expenses are not eligible for reimbursement. However, there are specific exceptions, particularly for children enrolled in programs designed for those not yet eligible for kindergarten.
For children in kindergarten or higher grades, reimbursement eligibility is limited to costs directly associated with before- and/or after-school day care. This can include day care programs that incorporate an educational component. For comprehensive details and to understand specific scenarios, refer to IRS Publication 503 or consult with a qualified tax advisor. Understanding these nuances is important for effectively utilizing the ASE dependent care program and DepCare FSA benefits.
If my appointments are split into two different instances and the combined appointment percentage is at least 43.75 percent, can I still enroll in the ASE Dependent Care FSA program at UC Berkeley?
Yes, enrollment in the DepCare FSA program at UC Berkeley is possible if you hold two separate qualifying appointments, and together these appointments meet or exceed the 43.75 percent employment threshold required for eligibility. It is important that each of these appointments independently qualifies for participation under the DepCare FSA plan. Combining the percentages from multiple qualifying appointments allows more Academic Student Employees to access these valuable dependent care benefits.
If I am employed as an ASE/GSR or even in a non-ASE/GSR role during the summer, can I claim benefits for that period under the ASE dependent care program?
Yes, if you are actively enrolled in the DepCare FSA and incur eligible dependent care expenses during the summer period, you can claim benefits. This is applicable even if your summer employment is as an ASE/GSR or in another non-ASE/GSR capacity, provided you maintain continuous employment from the preceding spring term. Maintaining continuous employment and enrollment are key factors for claiming benefits during periods of summer employment.
