HRAs are flexible, federally-approved accounts offered in conjunction with traditional health insurance plans. Employers contribute to individual employee accounts, and your employees use the funds to pay for certain qualified medical expenses. (PDF)

A Health Savings Account (HSA) is an alternative to traditional health insurance; it is a savings product that offers a different way for consumers to pay for their health care. HSAs enable employees to pay for current health expenses and save for future qualified medical and retiree health expenses on a tax free basis. (PDF)

An FSA is an account set-up through an employer which allows an
employee to set aside income pre-tax thereby reducing an em-
ployee’s taxable income. It can then be used for a plethora of IRS-
qualified medical and dependent care expenses. (PDF)

HIPAA, or the Health Insurance Portability and Accountability Act,
was enacted by Congress in 1996. It protects the rights and cover-
age of employees and their families covered by group health
plans. (PDF)

The tools used to implement wellness initiatives have become in-
creasingly sophisticated. Health-risk assessments, which started
as a self-reporting survey, now typically include blood pressure,
height/weight ratios, cholesterol levels, hearing and other biometric
tests that can be objectively measured and benchmarked. (PDF)