Teva provides a variety of spending and savings accounts that allow you to save for—and pay for—health care costs, certain lifestyle expenses and commuter fees.
When you enroll in Option 1 with HRA, you have access to an account—funded only by Teva—that can help you pay for eligible medical expenses.
Situation:
Dave and Lily have $2,472 in HRA funds from 2026 rolling over into 2027. However, the amount they rolled over depended on their medical plan and coverage level elections for 2027. If they stayed in Employee + Family coverage in Option 1 with HRA for 2027, they could roll over only $1,800 (the deductible [$3,000] minus Teva’s automatic HRA contribution [$1,200] for 2027).
When you enroll in Option 2 with HSA, you have access to an account—funded by you and Teva—that lets you save and grow pre-tax money for certain health care expenses.
Flexible Spending Accounts (FSAs) allow you to save pre-tax dollars for health care and dependent care expenses.
We offer a Lifestyle Spending Account (LSA) to support your physical, emotional and financial wellbeing in the ways that are right for you and your family.
Commuter benefits through Espresa help you save on your daily commute by reimbursing you for your monthly qualified transportation and parking expenses (including train tickets, bus tickets and parking at a station).
This website (and any additional items or documents referred to on this website) is a summary of material modifications (SMM) for the Teva Medical Plan #262038. This SMM amends the most recent Summary Plan Description (SPD) and should be read together with the SPD. The SMM describes changes and provides clarifications to the SPD regarding the rules applicable to and benefits provided by the plans.
Eligible medical expenses include deductibles and coinsurance amounts. All expenses are defined by the Internal Revenue Service (IRS).
If you enroll in Option 1 with HRA, Teva provides automatic funding* to your HRA as follows:
|
Employee Only |
$600 |
|
Employee + Spouse |
$1,200 |
|
Employee + Child(ren) |
$1,200 |
|
Employee + Family |
$1,200 |
*Automatic funding is pro-rated based on enrollment date.
If you enroll in Option 2 with HSA, Teva provides automatic funding* to your HSA as follows:
|
Employee Only |
$400 |
|
Employee + Spouse |
$800 |
|
Employee + Child(ren) |
$800 |
|
Employee + Family |
$800 |
*Automatic funding is pro-rated based on enrollment date.
A health plan with a higher deductible and lower premium than traditional health plans. Preventive care is covered at 100% before the deductible is met while you are responsible for other expenses until the deductible is met. Certain limits apply for an HDHP to provide access to an HSA that can be used to pay for—or save for—certain health care expenses.
You can use HSA dollars to pay for:
Allows you to set aside pre-tax dollars for the reimbursement of eligible health care expenses or eligible child or elder care expenses (depending on the FSA in which you choose to participate). FSAs are funded through pre-tax payroll deductions. You can use the money in the accounts to pay for health insurance deductibles and copayments (Health Care FSA) or pay for child or elder care (Dependent Care FSA).
View the program details and Commuter Benefits User Guide for more information.
