Flexible Spending Accounts (FSAs)

You may contribute from $100 to $3,200 of your pretax salary to the Health Care FSA and use this tax-free money to pay for eligible health care expenses.

• You must enroll every plan year if you want to participate.
• Your domestic partner’s expenses are not eligible for this plan, unless they’re your tax dependent.
• Remember to budget carefully the amounts you set aside. If you don’t use it, you lose it!
• You’ll receive a debit card from HealthEquity that you can use to pay for most eligible health care expenses. The amount of your expense is automatically deducted from your FSA, but always save your receipts. In many cases, you’ll have to submit receipts for validation. Note: The debit card is available only for the Health Care FSA. A debit card is not available for the Dependent Care FSA.

Eligible expenses are those you incur for yourself or anyone you claim on your tax return as a dependent. Your dependents don’t have to be covered under the Synopsys health care plans to be eligible.

Eligible expenses must be tax-deductible, medically necessary, and not covered by your medical, dental, or vision plans. Eligible expenses include:

• Deductibles and copays
• Your share of covered expenses
• Dental and orthodontia expenses
• Prescription glasses, contact lenses, and lens-cleaning solution
• Laser vision correction
• Alcoholism or drug addiction programs
• Prescription drugs and drug copayments
• Over-the-counter medications prescribed by your doctor

Eligible expenses do not include cosmetic procedures, treatments not supervised by a qualified health care professional, premiums for employer-provided health care plans, or other expenses that are not medically necessary. Review the list of eligible expenses.

You have two options for paying for your health care expenses with your FSA:

• Pay your doctors, pharmacies, and other providers directly, using your FSA debit card. You’ll receive a debit card when you enroll in the FSA for the first time. You can order additional cards or replacement cards through the HealthEquity website.
• Pay from your personal bank account, and reimburse yourself through HealthEquity.

You may contribute $100 to $5,000 of your pretax salary to the Dependent Day Care FSA. Under federal rules, you may contribute up to $5,000 per calendar year per family. If you’re married and filing separately, the maximum is $2,500.

Qualified expenses include licensed day care center or after-school care for children up to age 13 and care for elderly and/or disabled adults who qualify as tax dependents. Review the list of eligible expenses.

Note: The Dependent Day Care FSA cannot be used for health care expenses for you or your dependents.

1. Go to Benefitsolver.
   • From work: Visit the Benefits SharePoint page, and click Benefitsolver.
   • From home: Log in to Benefitsolver with your Benefitsolver username and password. If this is your first time using the portal, select First Time Here and register as a new user. The company key is “Synopsys.”
2. Select HealthEquity in the home page sidebar.

You have three ways to submit Health Care or Dependent Care FSA reimbursement claims.

Online

Visit Benefitsolver. Select HealthEquity in the home page sidebar to access your FSA. Log in and submit your claim through HealthEquity.

Mobile App

Use the EZ Receipts®️ mobile app to file and manage your claims. Visit HealthEquity, and select Log In/Register and then Employee Registration to create your unique account credentials and to begin using the app.

Fax or Mail

You can enter your claim details online and then print and fax or mail your completed form with documentation. Fax it to (877) 353-9236, or mail it to: Claims Administrator, P.O. Box 14053, Lexington, KY 40512.

The use-it-or-lose-it rule applies if you don’t use all the money in your account by the end of the two-month grace period following the plan year. The rule also applies if your employment terminates before the end of the plan year, and you don’t have eligible expenses incurred before your termination date to claim for reimbursement. When your employment terminates, you have the option to continue the FSA through COBRA through the end of the plan year.