FAQs

 Uniformed Services (Displaying results 31-36 of 36)

Page 4 of 4, Showing 6 Results

• If my spouse stops earning income, will we be able to use the funds that are in the DCFSA? Open Closed

  Contributions to a DCFSA are limited to the earned income of the lower earning spouse for that tax year. If your spouse's employment status changes and it appears they will not have earned income equivalent to or greater than the DCFSA election, e… Read more…the full answer

• Does my spouse have to work to use a DCFSA for our dependent care expenses? Open Closed

  Your spouse's earnings must be equal to or greater than the amount contributed to the DCFSA. If your spouse earns $5,000 or more, you are eligible for the maximum contribution of $5,000. If your spouse has less than $5,000 in earned income, your c… Read more…the full answer

• Why is a service member's spouse's income relevant in relation to eligibility? Open Closed

  This is a legal requirement for dependent care assistance benefits. The DCFSA can only be used for dependent care expenses that are necessary for you (and your spouse, if married) to work or look for work, except if you or your spouse is disabled … Read more…the full answer

• I am an AGR member, do I qualify? Open Closed

  AGR members on Title 10 orders are eligible. AGR members on Title 32 orders are not eligible for the 2024 plan year. In the Army and Air Force, these members are referred to as AGRs. In the Navy, these members are referred to as T… Read more…the full answer

• Can a family that is receiving DoD childcare fee assistance (also known as Child Care in your Home[CCYH] and Military Child Care in Your Neighborhood[MCCYN]) also use a DCFSA? Open Closed

  Yes. Service members receiving DoD childcare fee assistance can also participate in a DCFSA. The programs are treated differently for tax purposes. However, if a spouse of a Service member has a DCFSA or receives dependent care f… Read more…the full answer

• Is respite care eligible for reimbursement under a DCFSA? Open Closed

  In general, no. Respite care, or temporary (short-term) care provided to full-time caregivers, is not considered eligible for reimbursement unless those expenses are incurred in order to work, look for work or attend school full time… Read more…the full answer