Dependent Care FSA Invoices

[Anonymous]

I put the maximum $5K in a Flexible Spending Account for Dependent Care in 2022. I spend a huge amount on night nurses.

Now the P&A Group is telling me that overnight care is not covered. I often worked evenings (online) while the night nurses came early. How can I get reimbursed? My thought is to request invoices pre-midnight "day" hours and post-midnight "night" hours.

[Anonymous]

You need them to invoice you for the time they were providing care for working, and then a separate invoice for the time they were providing care while you were sleeping. Only submit the former.

[Anonymous]

It should qualify. Maybe someone is confusing it with overnight camp (which doesn’t qualify). Talk to your HR department.

[Anonymous]

It’s a benefit for working parents so you and your spouse can continue working. Not get uninterrupted sleep. Logging on in the evenings while your night nurse shows up is not that. No, it’s not covered, and should not be.

[Anonymous]

Anonymous wrote:It’s a benefit for working parents so you and your spouse can continue working. Not get uninterrupted sleep. Logging on in the evenings while your night nurse shows up is not that. No, it’s not covered, and should not be.

Jealous much ?

[Anonymous]

Have your employer provide a letter stating that your work hours are x - y hours in the evening and submit that. Getting new invoices won’t help if there’s no documentation of your need for nighttime care.

[Anonymous]

Anonymous wrote:

Anonymous wrote:It’s a benefit for working parents so you and your spouse can continue working. Not get uninterrupted sleep. Logging on in the evenings while your night nurse shows up is not that. No, it’s not covered, and should not be.

Jealous much ?

Nope, both my kids started sleeping through the night before 8 weeks old so I’m not the jealous one. My contempt comes from the fact that people (you, apparently) try to manipulate benefits intended for a good, reasonable purpose and ruin it for women who need it. Your employer isn’t going to be ok paying for every employee’s freaking night nurse. Your response just exposes you for the misogynist you are.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Logging on in the evenings while your night nurse shows up is ... not covered, and should not be.

Jealous much ?

Your employer isn’t going to be ok paying for every employee’s freaking night nurse. Your response just exposes you for the misogynist you are.

OP here. My employer requires me to work some evenings, and is flexible about other evenings. So I maintained an evening schedule for consistency.

The money was deducted from my paycheck, so my employer is not paying. DCUM posters don't know your gender, or mine, so the misogynist comment is silly.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s a benefit for working parents so you and your spouse can continue working. Not get uninterrupted sleep. Logging on in the evenings while your night nurse shows up is not that. No, it’s not covered, and should not be.

Jealous much ?

Nope, both my kids started sleeping through the night before 8 weeks old so I’m not the jealous one. My contempt comes from the fact that people (you, apparently) try to manipulate benefits intended for a good, reasonable purpose and ruin it for women who need it. Your employer isn’t going to be ok paying for every employee’s freaking night nurse. Your response just exposes you for the misogynist you are.

Not sure how OP is ruining the benefit. Imagine an night nurse not being able to use a dependent FSA…

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Logging on in the evenings while your night nurse shows up is ... not covered, and should not be.

Jealous much ?

Your employer isn’t going to be ok paying for every employee’s freaking night nurse. Your response just exposes you for the misogynist you are.

OP here. My employer requires me to work some evenings, and is flexible about other evenings. So I maintained an evening schedule for consistency.

The money was deducted from my paycheck, so my employer is not paying. DCUM posters don't know your gender, or mine, so the misogynist comment is silly.

Evening nannies aren’t night nurses, they’re evening nannies.

[Anonymous]

This is a bit weird— how do they know the care was overnight? Our invoices for our nanny don’t have her hours other than the total per week. She could have been working 3am - noon.

[Anonymous]

Anonymous wrote:This is a bit weird— how do they know the care was overnight? Our invoices for our nanny don’t have her hours other than the total per week. She could have been working 3am - noon.

My question too. But if it is detailed like that,I would submit a copy if your time sheet with it showing you were working during the hours. If it is only a partial overlap, ask for 2 bills or a breakout.

[Anonymous]

Anonymous wrote:This is a bit weird— how do they know the care was overnight? Our invoices for our nanny don’t have her hours other than the total per week. She could have been working 3am - noon.

Maybe the night nurse works for Let Mommy Sleep or Hush, Hush Little Baby where the name of the company implies it's for sleeping.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is a bit weird— how do they know the care was overnight? Our invoices for our nanny don’t have her hours other than the total per week. She could have been working 3am - noon.

Maybe the night nurse works for Let Mommy Sleep or Hush, Hush Little Baby where the name of the company implies it's for sleeping.

But could be a legit choice for a family where night work occurs. A medical person for example

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is a bit weird— how do they know the care was overnight? Our invoices for our nanny don’t have her hours other than the total per week. She could have been working 3am - noon.

Maybe the night nurse works for Let Mommy Sleep or Hush, Hush Little Baby where the name of the company implies it's for sleeping.

But could be a legit choice for a family where night work occurs. A medical person for example

For sure, but that doesn't sound like OP's situation. Our FSA vendor (WageWorks/Health Equity) is wonky and often denies claims that it had previously approved, requiring resubmission and escalation. It's a hassle.