FAQs for school administrators

The following frequently asked questions (FAQs) help you understand the SEBB Program and how it affects your school district, educational service district, or charter school.

Can SEBB organizations offer liability insurance?

HCA is aware of RCW 28A.400.370 (mandatory insurance protection for employees) and that some districts provide other work-related liability insurance coverage, such as commercial driver’s insurance for bus drivers. Historically, liability insurance administered by HCA has included at least personal auto and home insurance.

School districts can continue to offer liability insurance (including personal auto and home insurance) until at least September 1, 2020. Over the course of the next year, there could be changes to this guidance as a result of legislative action, SEB Board action, or agency rule-making processes. We will make all efforts to inform you as soon as possible of any changes ahead of the 2020–2021 school year.

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?”

Do eligible employees who are taking FMLA or PFML get to remain enrolled in benefits?

It depends. When an employee is approved for Family and Medical Leave Act (FMLA) or Paid Family Medical Leave (PFML) that is concurrent with FMLA, they remain eligible for the employer contribution and continue their benefits. Concurrent means that leave taken under approved PFML must follow and overlap with leave taken under approved FMLA.

PFML by itself (that is not concurrent with FMLA), does not allow an employee to continue benefits. However, if the employee has already worked or remains anticipated to work at least 630 hours in the school year, the employee remains eligible for the employer contribution and continues their benefits regardless of whether PFML is or is not concurrent with FMLA.

Additional guidance can be found in the C-1 and C-2 worksheets on the Eligibility tools and worksheets page.

Do employees need to use Benefits 24/7 to waive medical coverage?

Employees who want to waive medical coverage can do so in Benefits 24/7 or with paper forms. If they waive medical coverage within the SEBB Program timelines, they will not be automatically enrolled into a medical plan. If they do not waive medical coverage and they do not enroll in a medical plan within the SEBB Program's timelines, they will be automatically enrolled in UMP Achieve 1 and will be charged the $25 tobacco use premium surcharge. They will also be enrolled in the Uniform Dental plan, MetLife Vision, MetLife basic life insurance, MetLife basic accidental death and dismemberment insurance, and The Standard long-term disability insurance.

Do employees need to waive medical coverage so they are not automatically enrolled in a medical plan?

Employees who waive medical coverage will not be automatically enrolled in a medical plan. If they do not officially waive medical coverage and do not enroll, they will be automatically enrolled in UMP Achieve 1 (medical), Uniform Dental plan, MetLife Vision, MetLife basic life and basic accidental death and dismemberment, and The Standard employer-paid and employee-paid long-term disability insurance.

Do paid holiday hours count toward the 630-hour threshold?

Yes. Paid holiday hours and paid approved leave hours, such as sick leave, personal leave, and bereavement leave, count toward the 630 hours for eligibility. See How to determine eligibility.

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.

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.

Does a school employee lose eligibility for SEBB benefits if they get laid off?

One of the ways an eligible school employee can lose SEBB benefits is if their SEBB organization terminates the employment relationship (WAC 182-31-050 (1) (a). The SEBB Program defines "layoff" as meaning a change in employment status due to a SEBB organization's lack of funds or organizational change (WAC 182-31-020).  Therefore, if the change in employment status (due to layoff) results in the termination of the employment relationship, then the school employee would lose the eligibility for the employer contribution for SEBB benefits. If the change in employment status does not result in the termination of the employment relationship, then the school employee would remain eligible for SEBB benefits, unless the change in employment status meets one of situations as described in WAC 182-31-050 (1).