SEBB Continuation Coverage (Unpaid Leave)

The Health Care Authority (HCA) is responsible for verifying that all enrollees are notified of their continuation coverage rights within the required time frame. To satisfy this requirement, the HCA has assumed the responsibility for distributing continuation coverage materials, including the:

• Initial Notice of COBRA and Continuation Coverage rights
• SEBB Continuation Coverage Election Notice

Who is eligible?

Employees who lose eligibility for the employer contribution toward SEBB benefits due to a qualifying event may choose to continue medical coverage, vision coverage, dental coverage (or a combination of all three), and life and accidental death and dismemberment insurance by enrolling in SEBB Continuation Coverage (Unpaid Leave) on a self-pay basis.

The employee must choose this coverage for themselves for their eligible dependents to have coverage. Dependents do not have independent election rights to SEBB Continuation Coverage (Unpaid Leave).

Qualifying events

A qualifying event is a life event that causes loss of coverage. Examples of qualifying events are:

• Going on authorized leave without pay.
• Employment ending due to a layoff.
• Appealing a grievance action.
• Receiving time-loss benefits under workers' compensation.
• Applying for disability retirement.
• Being called to active duty in the uniformed services, as defined under USERRA.

How do employees enroll?

To enroll in Unpaid Leave, eligible employees must complete and return the SEBB Continuation Coverage (Unpaid Leave) Election/Change form along with the first premium payment to the SEBB Program.

The SEBB Program must receive the:

• Required form and supporting documentation (if applicable) no later than 60 days after SEBB benefits end or from the postmark date on the SEBB Continuation Coverage Election Notice, whichever is later.
• First premium payment, including applicable premium surcharges, are due to the HCA/SEBB Program no later than 45 days after the 60-day election period ends. Explore plan costs on the SEBB Continuation Coverage website.

Enrollment will not be processed until the completed form and first premium payment have been received (within the required time frames).

When does coverage begin?

If elected, benefits begin the first day of the month following the date SEBB benefits as an eligible employee ended.

For example, if SEBB benefits as an eligible employee end on August 31, coverage under Unpaid Leave will begin September 1.

How long does coverage last?

The maximum coverage period for Unpaid Leave can last up to 29 months and is determined by the qualifying event that caused the employee to lose eligibility for the employer contribution toward SEBB benefits. In some situations, coverage under Unpaid Leave can end before the maximum coverage period.

A detailed explanation of the maximum coverage periods for each qualifying event is available on the SEBB Continuation Coverage website.

Continuing participation in a Flexible Spending Arrangement

Employees who enroll in SEBB Continuation Coverage (Unpaid Leave) may continue their participation in a Flexible Spending Arrangement (FSA).

If an employee is eligible to continue an FSA, Navia Benefit Solutions will mail a COBRA election notice to the employee. Navia must receive the employee's election no later than 60 days from the date SEBB benefits ended, or the postmark date on Navia’s COBRA election notice, whichever is later.

Learn more about continuing participation in a Flexible Spending Arrangement on the SEBB Continuation Coverage website and in the FSA enrollment guides on Navia's website.

Related rules and policies

• WAC 182-31-100: What options for continuation coverage are available to school employees and their dependents during certain types of leave or when employment ends due to a layoff?
• WAC 182-31-120: What options for continuation coverage are available to school employees during their appeal of a grievance?