How do we decide if an employee is anticipated to work 630 hours?
District administrators will decide this, based on the SEBB Program qualifications.
How do current PEBB rules inform the SEB Board’s policy decisions?
The SEB Board makes policy decisions entirely separate from PEBB Program rules. However, HCA does use its understanding of various issues that it has developed in administering the PEBB Program to help inform the SEB Board in its decision-making process.
Do part-time school employees pay the same monthly premiums that full-time employees pay?
Yes. All employees working at least 630 hours during the school year who enroll in the SEBB Program pay a monthly medical premium. The premium amount will depend on the medical plan employees choose and whether they cover dependents. There is no employee premium for dental, vision, basic life, basic accidental death and dismemberment, or basic long-term disability.
Is there funding parity between PEBB and SEBB?
Funding parity was addressed by the Legislature in Engrossed Substitute Senate Bill 6241, which intended for insurance benefit allocations for school employees to be no less than rates for state employees. The amount of funding provided for PEBB and SEBB benefits will be addressed during standard legislative operating budget processes.
What’s included in the funding rate SEBB organizations pay to HCA?
For every SEBB benefits-eligible employee, the employer will pay the funding rate, which includes the following:
- Employer share of medical premium contribution
- 100 percent dental premium
- 100 percent vision premium
- 100 percent basic life premium
- 100 percent accidental death and dismemberment premium
- 100 percent basic long-term disability premium
- K-12 remittance (for retirees)
- Administration
Are SEBB organizations required to pay the same employer contribution regardless of the employee’s FTE, as long as they meet the 630-hour criteria?
Yes, that is correct.
Do SEBB organizations pay for wellness incentives?
Yes, school districts, ESDs with represented employees, and charter schools will pay the wellness incentive, but it is included as a component within the funding rate. There is no additional charge.
If an employee waives medical coverage, does the district continue to pay the funding rate to the HCA?
Yes. The district pays the full funding rate for every eligible employee (when they become eligible) for the school year.
Employees can waive medical coverage but generally cannot waive other benefits for which they are eligible (dental, vision, basic life and AD&D insurance, and basic long-term disability insurance). However, dual enrollment rules do allow employees to waive SEBB medical, vision, and dental to enroll in Public Employees Benefits Board (PEBB) medical (with vision) and dental.
Do different tiers equate to different employer contribution amounts?
No. SEBB organizations will pay the same funding rate regardless of which plan and which tier level employees select. The exception is employees who work between 180 and 630 hours and are offered SEBB benefits through locally negotiated agreements. For this group of employees only, the funding rate is different for each tier. See “What if I work fewer than 630 hours in a school year?”
What is the difference between the insurance plan year and the school year?
The insurance plan year for the SEBB Program is a calendar year, January 1 through December 31. Plans run from the beginning to the end of the insurance year.
The school year, as defined in RCW 28A.150.203(11), is September 1 through August 31. Employee benefits eligibility and coverage period are based on the school year.