Other Benefits

The SEBB Program provides basic life and  basic accidental death and dismemberment (AD&D) insurance at no cost to eligible school employees. If eligible, you will automatically be enrolled in basic life and AD&D insurance, even if you waive coverage.

Supplemental life and AD&D insurance is also available to buy. Note: Supplemental life and supplemental AD&D insurance is not available to school employees whose eligibility was locally negotiated under WAC 182-30-130. 

These benefits are provided through MetLife.

Who is eligible?

The SEBB Program will provide life insurance to all eligible school employees. Eligible school employees will automatically be enrolled in basic life and AD&D insurance coverage, even if they waive medical coverage.

You can also enroll in supplemental life insurance and supplemental AD&D insurance for yourself and your eligible dependents

Supplemental life and supplemental AD&D insurance is not available to school employees whose eligibility was locally negotiated under WAC 182-30-130. 

How do I enroll?

Enroll online using MetLife’s MyBenefits portal. If you have questions about enrollment or need to request paper forms, please contact MetLife at 1-833-854-9624. Note: It can take up to 30 days to process the MetLife enrollment/change form.

Create an online account with MetLife

1. Visit MetLife’s MyBenefits portal. A Welcome to MyBenefits screen will appear.
2. You should see "WA State Health Care Authority SEBB" in the Log in box. Select the Register now button.
3. Complete registration to create your login credentials.
4. After registering, select Go to Accounts in the registration confirmation pop-up.

If you have questions regarding enrollment or the MetLife website, please contact MetLife at 1-833-854-9624, Monday through Friday, 5 a.m. to 8 p.m. (Pacific).

When can I enroll in supplemental life insurance?

You may apply for up to the guaranteed issue amounts of supplemental life insurance without submitting evidence of insurability to MetLife. The deadlines to apply are as follows:

• No later than 31 days after the date you become eligible for SEBB benefits.
• No later than 60 days after the date of marriage or state-registered domestic partnership certification.
• No later than 60 days after the birth or adoption of a child, once the child is 14 days old.
  • Once you have enrolled one child in dependent life insurance, each succeeding child will automatically be covered for the same amount on the date that child becomes eligible as defined in the certificate of coverage.

If you apply for or increase your employee or spouse/state-registered domestic partner supplemental life insurance coverage amounts outside of the deadlines mentioned above, you must provide a Statement of Health to MetLife for approval.

Requests for coverage over the guaranteed issue amount submitted within the above deadlines will require evidence of insurability only for the amount over the guaranteed issue. If the additional amount is denied, the enrollee will be covered for the guaranteed issue amount.

What are basic (employer-paid) life insurance and AD&D insurance?

The SEBB Program's benefits package includes basic life and AD&D insurance for all eligible subscribers at no cost to you. It provides:

• $35,000 for basic life insurance.
• $5,000 for basic AD&D insurance.

As an employee, your basic life insurance covers you and pays your designated beneficiaries in the event of your death. AD&D insurance provides extra benefits for certain injuries or death resulting from a covered accident.

You can also enroll in supplemental life and supplemental AD&D insurance for yourself and your eligible dependents. To enroll your eligible dependents in supplemental life and AD&D insurance, you must elect employee supplemental life insurance for yourself.

What are supplemental (employee-paid) life and AD&D insurance?

If you purchase supplemental life insurance for yourself, you may also purchase supplemental life insurance for your eligible dependents.

 

*Guaranteed issue is the amount of coverage an employee may select when initially eligible for coverage, within the required enrollment deadlines below, without submitting a Statement of Health to MetLife.

How do I add or update my beneficiary information?

You must name a beneficiary for both basic and supplemental life and AD&D insurance. To name or update a beneficiary, visit MetLife’s MyBenefits website. On your profile page, click Group Life Insurance, then click the Beneficiaries tab. You can also call MetLife at 1-833-854-9624 to request a Group Term Life Insurance Beneficiary Designation form.

Can I waive life insurance?

If you are eligible for SEBB benefits, you cannot waive life and AD&D insurance. However, you have two options if you object to this coverage:

• You can name a charity as your beneficiary.
• On your enrollment form, you can leave the beneficiary information blank. Tell your family and anyone who might be handling your estate not to file a claim on your death. If you choose not to identify a beneficiary, the benefit amount will be turned over to the state as abandoned property.

Can I continue my life insurance coverage after employment ends?

If you are eligible for portability or conversion due to termination or other reasons, MetLife will send you information and an application.

Portability Provision

Under the Portability Provision, you can apply to continue all or part of your active employee basic life, supplemental life, and dependent life insurance.

You must be actively enrolled and apply within 60 days from when your coverage ended to have the opportunity to continue your coverage through portability.

Dependent child and spouse or state-registered domestic partner life insurance may be continued, even if you choose not to continue your life insurance.

Any amount of life insurance not ported may be converted.

Conversion of Life Insurance Provision

You may apply to convert your basic life, supplemental life, spouse or state-registered domestic partner, or dependent child life insurance to an individual policy. The amount of the individual policy will be equal to (or, if you choose, less than) the amount of life insurance you or your insured dependents had on the termination date of the policy you are converting.

You have 60 days to apply for conversion coverage after your SEBB employee life insurance ends.

Is there an accelerated benefit in SEBB Program life insurance coverage?

Yes, our basic and supplemental life insurance plans have an accelerated benefits option. If a subscriber becomes terminally ill and is expected to die within 24 months, they can request to receive a portion of their life insurance benefit before their death.

Subscribers may receive up to 80 percent of their basic life benefit amount, not to exceed $28,000.

Subscribers may receive up to 80 percent of their combined basic life and supplemental life benefit amount, not to exceed $500,000.

This option is also available for spouse or state-registered domestic partner dependent life insurance.

How do I cancel my supplemental coverage?

To cancel your supplemental life or supplemental AD&D insurance, send MetLife’s cancellation of supplemental life and AD&D insurance form to:

MetLife Recordkeeping Center

PO Box 14406

Lexington, KY 40512-4406

Who is eligible?

Eligible school employees will automatically be enrolled in basic AD&D insurance coverage, even if you waive medical coverage.

To enroll your eligible dependents in supplemental AD&D insurance, you must elect employee supplemental AD&D insurance for yourself.

If you are anticipated to work fewer than 630 hours, you may be eligible for some SEBB benefits, including basic AD&D insurance. You will not be eligible for supplemental AD&D. 

What is basic (employer-paid) AD&D insurance?

The SEBB Program's benefits package includes basic AD&D insurance for all eligible subscribers at no cost to you. It provides:

Up to $5,000 in case of accidental death or dismemberment (AD&D).

As an employee,  AD&D insurance provides extra benefits for certain injuries or death resulting from a covered accident.

What are supplemental (employee-paid) life and AD&D insurance?

If you purchase supplemental AD&D insurance for yourself, you may also purchase supplemental AD&D insurance for your eligible dependents.

Types of Optional Coverage	Employee (subscriber)	Spouse of State-Registered	Children (Age 14 days up to 26 Years)
Supplemental AD&D insurance	Increments of $10,000 up to $250,000. Supplemental AD&D insurance does not cover death and dismemberment from nonaccidental causes. Supplemental AD&D insurance never requires evidence of insurability, and you can apply at any time.	Increments of $10,000 up to $250,000.  Subscriber must be enrolled in supplemental AD&D to purchase it for any dependent.	Increments of $5,000 up to $25,000. Subscriber must be enrolled in supplemental AD&D to purchase it for any dependent.

 

Can I waive AD&D insurance?

If you are eligible for SEBB benefits, you cannot waive AD&D insurance. However, you have two options if you object to this coverage:

You can name a charity as your beneficiary.

On your enrollment form, you can leave the beneficiary information blank. Tell your family and anyone who might be handling your estate not to file a claim on your death. If you choose not to identify a beneficiary, the benefit amount will be turned over to the state as abandoned property.

How do I enroll?

Enroll online using MetLife’s MyBenefits portal. If you have questions about enrollment or need to request paper forms, please contact MetLife at 1-833-854-9624. It can take up to 30 days to process the MetLife enrollment/change form.

Create an online account with MetLife:

1. Visit MetLife’s MyBenefits portal.  A Welcome to MyBenefits screen will appear.
2. You should see "WA State Health Care Authority SEBB" in the Account Sign in box.  If you see "Enter your company name," type "SEBB" (without the quotes) into the field and a dropdown of options should appear. Select "WA State Health Care Authority SEBB."
3. Click the Submit button. This will take you to a Welcome to MyBenefits screen that has Life Insurance and Tools & Resources boxes in the center of the screen and a Not Registered? box on the right.  If you have visited this link before and completed steps 2 and 3, you will see the Welcome to MyBenefits screen that has Life Insurance and Tools & Resources boxes when you click the MetLife's MyBenefits portal link above.
4. In the Not Registered? box on the right, click the Register Now! button.
5. Complete the registration form.
6. Click the Register button.
7. On the next screen, click the Continue button. You will now see a personalized screen that reads "Your Name, WA State Health Care Authority SEBB" in the upper right, and your registration is complete.

You will receive a “thank you” email from MetLife that includes a link back to the MyBenefits page. If you have questions regarding enrollment or the MetLife website, please contact MetLife at 1-833-854-9624, Monday through Friday, 5 a.m. to 8 p.m. Pacific Time (except for major holidays).

How do I cancel my supplemental coverage?

To cancel (terminate) your supplemental life or supplemental AD&D insurance, send MetLife’s cancellation of supplemental life and AD&D insurance form to:

MetLife Recordkeeping Center

PO Box 14406

Lexington, KY 40512-4406

The SEBB Program provides employer-paid and employee-paid long-term disability (LTD) insurance to school employees who are eligible for the employer contribution toward SEBB benefits. These benefits are provided through Standard Insurance Company. If you are eligible for SEBB benefits, you will be automatically enrolled in employer-paid LTD insurance coverage, even if you waive SEBB medical coverage.

Employer-paid and employee-paid LTD insurance are not available to employees eligible for benefits under WAC 182-31-130.

Starting January 1, 2022, you will also be automatically enrolled in employee-paid LTD insurance coverage. Note: Your SEBB long-term disability benefit is different from the state’s new long-term care benefit, which is called The WA Cares Fund.

Changes to LTD benefit starting January 1, 2022

For the 2022 plan year, the SEBB Program will automatically enroll all eligible employees in employee-paid LTD insurance with 60-percent coverage of insured income and a 90-day benefit waiting period, unless they are already enrolled. You will not need to provide evidence of insurability. 

See What is employee-paid LTD insurance starting January 1, 2022 for details. You can also learn more with the FAQs, fact sheet, and brochure.

What if I already have supplemental LTD? 

If you are already enrolled in employee-paid (formerly called supplemental) LTD insurance, you will continue to be insured for 60 percent of your predisability earnings, up to $16,667 a month.

Your monthly premium will change. View the LTD premiums or use the premium calculator on Standard's website.

What is basic (employer-paid) LTD insurance?

LTD insurance helps protect you from the financial risk of lost earnings due to serious injury or illness. When you enroll in LTD coverage, it pays a percentage of your monthly earnings to you if you become disabled.

The SEBB Program's school employee benefits package includes basic LTD insurance at no cost to you if you are eligible for SEBB benefits. It provides:

The 60 percent coverage level provides: 

• Benefit: 60 percent of the first $16,667 of your predisability earnings, reduced by any deductible income
• Minimum: $100/month or 10 percent of the LTD benefit before deductible income, whichever is greater
• Maximum: $10,000/month

Benefits start after the benefit-waiting period, which is the longer of:

• 90 days;
• The entire period of sick leave (excluding shared leave) for which the employee is eligible;
• The “fractionated period” of paid time off (PTO) for which the employee is eligible, if your employer has a PTO plan, as those terms are defined in the policy;
• The entire period of other non-vacation salaried continuation leave for which the employee is eligible; or
• The end of Washington Paid Family and Medical Leave for which the employee is receiving benefits.

• Benefits continue during disability up to the maximum benefit period. The maximum benefit period is determined by your age when disability begins.

The 50 percent coverage level provides: 

• Benefit: 50 percent of the first $16,667 of your predisability earnings, reduced by any deductible income
• Minimum: $100/month or 10 percent of the LTD benefit before deductible income, whichever is greater
• Maximum: $8,333/month

Benefits start after the benefit-waiting period, which is the longer of:

• 90 days;
• The entire period of sick leave (excluding shared leave) for which the employee is eligible;
• The “fractionated period” of paid time off (PTO) for which the employee is eligible, if your employer has a PTO plan, as those terms are defined in the policy;
• The entire period of other non-vacation salaried continuation leave for which the employee is eligible; or
• The end of Washington Paid Family and Medical Leave for which the employee is receiving benefits.

Benefits continue during disability up to the maximum benefit period. The maximum benefit period is determined by your age when disability begins.

What is supplemental (employee-paid) LTD insurance?

If you are eligible for employer-paid LTD, the SEBB Program will automatically enroll you in a plan that covers 60 percent of your insured income (your monthly insured earnings  before you become disabled, up to $16,667). If you are already enrolled in employee-paid LTD insurance for 2021, you will remain at the 60-percent coverage level with a 90-day waiting period. You do not need evidence of insurability.

At any time, you can reduce to a lower-cost 50-percent coverage level or decline the coverage. If you later decide to enroll in or increase coverage, you will have to provide evidence of insurability and be approved by the insurer. An increase in coverage takes effect the day the evidence of insurability is approved.

Supplemental LTD provides:

• Benefit: 60 percent of the first $16,667 of your predisability earnings, reduced by any deductible income
• Minimum: Greater of $100/month or 10% of LTD benefit before reduction by deductible income
• Maximum: $10,000/month

Benefits start after the benefit-waiting period, which is the longer of:

• 90 days
• The period of sick leave (excluding shared leave) for which you are eligible under your employer’s sick leave, paid time off (PTO), or other salaried continuation plan (excluding vacation leave), and/or
• The period of Washington Paid Family and Medical Leave for which you are receiving benefits.

Benefits continue during disability up to the maximum benefit period. The maximum benefit period is determined by your age when disability begins.

How do I reduce or decline employee-paid LTD?

At any time, you can reduce to a lower-cost 50-percent coverage level or decline the 2022 employee-paid coverage using SEBB My Account or by submitting the Long-Term Disability Insurance Enrollment/Change form to your payroll or benefits office. If you later decide to enroll in or increase coverage, you will have to provide evidence of insurability and be approved by the insurer.

If you do not actively change your LTD benefit election by December 31, 2021, you will be enrolled in the 60-percent plan with a 90-day waiting period. Premiums will be deducted from your paycheck for January 2022 coverage.

Check with your payroll or benefits office for when the LTD premium will be deducted from your paycheck for January coverage. The LTD deduction may be prior to January 1, 2022, depending on your employer's payroll cycle. 

How do I enroll?

• Within 31 days of becoming eligible for benefits, you will enroll online using SEBB My Account under the Supplemental benefits tab. If you are unable to enroll online, submit the Long-Term Disability Enrollment/Change Form to your payroll or benefits office.
• After 31 days of becoming eligible for benefits, submit the Long-Term Disability Enrollment/Change form to your payroll or benefits office and the Evidence of Insurability form to Standard. Beginning January 1, 2021, evidence of insurability is required for enrollment after 31 days of becoming eligible for benefits.

What is the definition of a disability?

Disability is defined as being unable to perform with reasonable continuity the duties of your own occupation as a result of sickness, injury, or pregnancy during the benefit waiting period and the first 24 months for which long-term disability benefits are payable. During this period, you are considered partially disabled if you are working but unable to earn more than 80 percent of your indexed predisability earnings.

After the first 24 months, disability as a result of sickness, injury, or pregnancy means being unable to perform with reasonable continuity the material duties of any gainful occupation for which you are reasonably able through education, training, or experience. During this period, you are considered partially disabled if you are working but unable to earn more than 60 percent of your indexed predisability earnings in that occupation and in all other occupations for which you are reasonably suited.

What is the maximum benefit period?

For both basic LTD and supplemental LTD coverage, the “maximum benefit period” means the benefit duration, which is based on your age when the disability begins.

 

*SSNRA is Social Security Normal Retirement Age, your normal retirement age under the Federal Social Security Act as amended.

For help with benefits or plan details:

Standard Insurance Company

Phone: 1-833-229-4177

Online: The Standard for school employees

The Medical Flexible Spending Arrangement (FSA) lets you set aside pretax money from your paycheck to pay for out-of-pocket health care costs. Navia Benefit Solutions processes claims and provides customer service for School Employees Benefits Board (SEBB) subscribers.

Am I eligible?

You are eligible if you meet criteria listed in WAC 182-31-040. Generally, the Medical Flexible Spending Arrangement (FSA) is available to SEBB employees who are expected to work at least 630 hours during the school year.

You cannot enroll in both a Medical FSA and UMP High Deductible in the same year. If you do, you will be automatically disenrolled from the Medical FSA. If you have UMP High Deductible, you can enroll in a Limited Purpose FSA, for eligible dental and vision expenses.

How can a Medical FSA help me?

The Medical FSA allows you to set aside pretax money from your paycheck to pay for out-of-pocket health care costs like deductibles, copays, coinsurance, dental, vision, and more. You can use your Medical FSA to pay eligible health care expenses for you, your spouse, or your qualified tax dependents, even if they are not enrolled on your SEBB account.

What is carryover?

2022 plan year

For the 2022 plan year, you must incur all expenses by December 31, 2022 and submit all claims to Navia Benefit Solutions for reimbursement by March 31, 2023. If you are no longer employed or have retired and still have money left in your account, you can still submit claims for reimbursement by March 31, as long as the services took place while you were employed.

If you have not spent all the funds in your Medical FSA by December 31, 2022 — and you are still employed and didn’t lose eligibility for the Medical FSA — you may be able to take advantage of the carryover feature. That means certain unspent funds may carry over into the following year without affecting annual maximums.

To receive carryover, you must enroll in either the Medical FSA or Limited Purpose FSA for the following year or have at least $120 left in your 2022 balance. Unused funds up to $550 will roll over to 2023. Any funds above $550 will be forfeited. Carryover will occur for the first time in January 2023.

2021 plan year

For 2021, the grace period still applies. The grace period is a set time in which you can spend any leftover funds from last year on eligible expenses.

The Medical FSA plan year runs from January 1 through December 31 every year. Then, the grace period for that plan year runs from January 1 through March 15. You must incur all expenses for the previous year by March 15, and submit all claims by March 31. Any funds not claimed by March 31 are forfeited to the Health Care Authority. Once the money is forfeited, you will not be able to claim it.

However, if you enroll in UMP High Deductible, you must use all your Medical FSA funds and get reimbursed for your claims by December 31, the date before the new plan year begins. If you don’t, neither you nor your employer can contribute to your HSA until April 1. In April 1, the employer contributions from January through March (and the SmartHealth $125 wellness incentive, if you earned it) will be deposited into your HSA.

How do I enroll in a Medical FSA?

You can set up a Medical FSA account:

• No later than 31 days after the date you become eligible for SEBB benefits. Submit the Midyear Enrollment Form to your payroll or benefits office
• During the SEBB Program’s annual open enrollment. Visit the online portal on the Navia Benefit Solutions website
• No later than 60 days after you or an eligible family member has a qualifying event that creates a special open enrollment. Submit the Midyear Enrollment Form to your payroll or benefits office

You must enroll in a Medical FSA for each plan year you want to participate because your enrollment does not automatically continue year to year. If you want to enroll, make sure to elect this benefit again during each SEBB Program annual open enrollment.

How much can I contribute?

IRS rules set the maximum you may contribute to a Medical FSA for each plan year.

• In 2021, you can contribute a minimum annual amount of $240, up to a maximum annual amount of $2,750.
• In 2022, you can contribute a minimum annual amount of $120, up to a maximum annual amount of $2,750.

To figure out how much you want to contribute, estimate your expenses for the plan year (January 1 through December 31) and enroll in Medical FSA for that amount. Divide that amount by the number of paychecks you will receive that year to find out how much will be deducted each pay period. For more help, use the Navia Benefit Solutions Tax Savings Calculator.

You can start submitting reimbursement claims for eligible expenses on or after the first day of the plan year, January 1. The full amount you set aside for your annual Medical FSA contribution is available to spend on January 1. You may submit claims for services as often as you like, but not until after the services have been provided.

What happens to my Medical FSA funds when coverage ends?

When your SEBB insurance coverage ends or you go on unpaid leave that is not approved under the Family and Medical Leave Act (FMLA) or military leave, you are no longer eligible to contribute to your Medical Flexible Spending Arrangement. Eligibility ends on the last day of the month of loss of coverage or unapproved leave.

You will be able to claim expenses incurred while employed, only up to your available funds, unless you are eligible to continue your Medical FSA coverage under SEBB Continuation Coverage (COBRA) or SEBB Continuation Coverage (Unpaid Leave), through Navia Benefit Solutions. Claims may be submitted up to your account balance and must be submitted to Navia Benefit Solutions by March 31 of the following year.

Transferring to another SEBB organization

You can continue your Medical FSA, Limited Purpose FSA, or DCAP election if the time between employment is 30 days or less and within the current plan year. Submit the School Employment Transfer Form to your new employer’s payroll or benefits office no later than 31 days after your first day of work. If you end employment or retire during the year, submit the SEBB Medical FSA and Limited Purpose FSA Termination form to your payroll or benefits office.

Need help with the FSA plan contact:

Navia Benefit Services

Online: sebb.naviabenefits.com

Email: customerservice@naviabenefits.com

Phone: 425-452-3500 or toll free 1-800-669-3539, Monday-Friday 5 a.m. to 5 p.m. (Pacific)

Mail: Navia Benefit Solutions, PO Box 53250, Bellevue, WA 98015-3250

The Limited Purpose Flexible Spending Arrangement (FSA) lets you set aside pretax money from your paycheck to pay for out-of-pocket dental and vision costs. Navia Benefit Solutions processes claims and provides customer service for School Employees Benefits Board (SEBB) subscribers.

Am I eligible?

You are eligible if you meet criteria listed in Washington Administrative Code (WAC) 182-31-040. Generally, the Limited Purpose Flexible Spending Arrangement (FSA) is available to SEBB employees who are expected to work at least 630 hours during the school year.

The Limited Purpose FSA is intended for employees enrolled in UMP High Deductible. By providing pretax funds for dental and vision expenses, it allows you to further reduce taxable salary and save more of your HSA funds for medical expenses. If you are not enrolled in UMP High Deductible, the Medical FSA is a better fit for you.

You cannot enroll in a Limited Purpose FSA and a Medical FSA in the same year.

How can a Limited Purpose FSA help me? 

The Limited Purpose FSA allows you to set aside money from your paycheck on a pretax basis to pay for out-of-pocket dental and vision costs like glasses, contact lenses and solution, dentures, dental copays, orthodontia, and more (See eligible expenses). You can use your Limited Purpose FSA to pay dental and vision expenses for you, your spouse, or your qualified tax dependents, even if they are not enrolled in your SEBB medical, dental, or vision plan.

What is carryover?

If you have not spent all the funds in your Limited Purpose FSA by December 31, 2022 — and you are still employed and remain eligible for the Limited Purpose FSA — you may be able to take advantage of the carryover feature. That means certain unspent funds may carry over into the following year without affecting annual maximums.

To receive carryover, you must enroll in either the Limited Purpose FSA or Medical FSA for the following year or have at least $120 left in your 2022 balance. Unused funds up to $550 will roll over to 2023. Any funds above $550 will be forfeited. Carryover will occur for the first time in January 2023.

How do I enroll?

You can set up a Limited Purpose FSA account:

• No later than 31 days after the date you become eligible for SEBB benefits. Submit the Midyear Enrollment Form to your payroll or benefits office
• During the SEBB Program’s annual open enrollment. Visit the online portal on the Navia Benefit Solutions website
• No later than 60 days after you or an eligible family member has a qualifying event that creates a special open enrollment. Submit the Midyear Enrollment Form to your payroll or benefits office

You must enroll in a Limited Purpose FSA for each plan year you want to participate because your enrollment does not automatically continue year to year. If you want to enroll, make sure to elect this benefit again during each open enrollment.

How much can I contribute? 

IRS rules set the maximum you may contribute to a Limited Purpose FSA for each plan year. You can contribute a minimum annual amount of $120, up to a maximum annual amount of $2,750 for 2022.

To figure out how much you want to contribute, estimate your expenses for the plan year (January 1 through December 31) and enroll in a Limited Purpose FSA for that amount. Divide that amount by the number of paychecks you will receive that year to find out how much will be deducted each pay period. For more help, use the Navia Benefit Solutions Tax Savings Calculator.

You can start submitting reimbursement claims for eligible expenses on or after the first day of the plan year, January 1. The full amount you set aside for your annual Limited Purpose FSA contribution is available to spend on January 1. You may submit claims for services as often as you like, but not until after the services have been provided.

How do I submit claims?

When you incur an eligible expense, you can submit a claim online, use the mobile app, or send a claim form by fax, mail, or email to request reimbursement. You also can sign up for a debit card.

• Online: Navia Benefit Solutions
• Mobile App: download for iPhone or Android
• Email: claims@naviabenefits.com
• Fax: 1-425-451-7002 or toll free 1-866-535-9227
• Mail: Navia Benefit Solutions, PO Box 53250, Bellevue, WA 98015-3250

You can begin submitting reimbursement claims for eligible expenses on or after the first day of your plan year, January 1. The full amount you set aside for your Limited Purpose FSA contribution is available on the first day of the plan year for expenses. You may submit claims for services as often as you like, but not until after the services have been provided.

You must incur all expenses by December 31, 2022 and submit all claims to Navia Benefit Solutions for reimbursement by March 31, 2023. If you are no longer employed or have retired and still have money left in your account, you can still submit claims for reimbursement by March 31, so long as the services took place while you were employed.

What happens to my funds when coverage ends?

When your SEBB insurance coverage ends or you go on unpaid leave that is not approved under the Family and Medical Leave Act (FMLA) or military leave, you are no longer eligible to contribute to your Limited Purpose FSA. Eligibility ends on the last day of the month of loss of coverage or unapproved leave.

You will be able to claim expenses incurred while employed, only up to your available funds, unless you are eligible to continue your Limited Purpose FSA coverage under SEBB Continuation Coverage (COBRA) or SEBB Continuation Coverage (Unpaid Leave), through Navia Benefit Solutions. Claims may be submitted up to your account balance and must be submitted to Navia Benefit Solutions by March 31 of the following year.

Transferring to another SEBB organization?

You can continue your Limited Purpose FSA election if the time between employment is 30 days or less and within the current plan year. Submit the School Employment Transfer Form to your new employer’s payroll or benefits office no later than 31 days after your first day of work. If you end employment or retire during the year, submit the SEBB Medical FSA and Limited Purpose FSA Termination form to your payroll or benefits office.

The Dependent Care Assistance Program (DCAP), (often called a Dependent Care FSA), lets you set aside pretax money from your paycheck to help pay for qualifying child care or elder care expenses. Navia Benefit Solutions processes claims and provides customer service for School Employees Benefits Board (SEBB) subscribers.

Am I eligible?

You are eligible for the DCAP if you meet criteria listed in Washington Administrative Code (WAC) 182-31-040. Generally, the DCAP is available to SEBB employees who are expected to work at least 630 hours during the school year.

Employees hired mid-year may also be eligible for the DCAP if they are expected to work at least 17.5 hours a week for six of the last eight weeks of the school year, and are expected to work 630 hours the next school year.

How can the DCAP help me?

Child and elder care can be one of the largest expenses for a family. The DCAP allows you to set aside pretax money from your paycheck to help pay for qualifying child care or elder care expenses while you (and your spouse or state-registered domestic partner) work, look for work, or attend school full time. The care must be provided during the hours the parent(s) work, look for work, or attend school.

A qualifying dependent must be either:

• Age 12 or younger and live with you.
• Age 13 or older, physically or mentally incapable of self-care, and regularly spend at least eight hours each day in your household.

When can I enroll?

• No later than 31 days after the date you become newly eligible for SEBB benefits.
• During the SEBB Program's annual open enrollment.
• No later than 60 days after you or an eligible dependent experiences a qualifying event that creates a special open enrollment.

How do I enroll?

During annual open enrollment, enroll in the DCAP using the Navia Benefit Solutions website. Paper enrollment forms will also be available.

You must enroll in the DCAP for each plan year you want to participate. Your enrollment does not automatically continue year to year. If you want to enroll, make sure to choose this benefit again during each SEBB Program annual open enrollment.

To enroll when you first become eligible for this SEBB benefit, submit the Midyear Enrollment Form to your payroll or benefits office.

How much can I contribute?

Estimate your expenses for the plan year and enroll in the DCAP for that amount. The money deducted from your pay is divided evenly by the number of paychecks you will receive in the plan year.

For 2021, the IRS has announced a new, temporary DCAP annual maximum of $10,500 for a single person or married couple filing jointly (or $5,250 for married couples filing separately). If you are currently enrolled in DCAP, you can take advantage of this change in September (or when you have a special open enrollment). If you are a newly eligible employee, you can elect up to this maximum when you enroll. 

For all other years, DCAP contributions are limited to:

• $5,000 annually for a single person or married couple filing a joint income tax return.
• $2,500 annually for each married participant who files a separate income tax return.

The total amount of your contribution cannot be more than either your earned income or your spouse’s earned income, whichever is less. Earned income means wages, salaries, tips, and other employee compensation, as well as net earnings from self-employment.

How do I submit claims?

When you incur an eligible expense, submit a claim online, use the mobile app, or send a claim form by fax, mail, or email to request reimbursement.

• Online: Navia Benefit Solutions
• Mobile App: download for iPhone or Android
• Fax: 1-425-451-7002 or toll free 1-866-535-9227
• Mail: Navia Benefit Solutions, PO Box 53250, Bellevue, WA 98015-3250
• Email: claims@naviabenefits.com

You can begin submitting reimbursement claims for eligible expenses on or after the first day of your plan year, January 1. You can only be reimbursed up to the dollar amount you have in your DCAP account at the time you request reimbursement. You may submit claims for services as often as you like, but not until after the services have been provided.

What’s the deadline to spend down my DCAP account?

Note: Due to the COVID-19 pandemic, you can incur expenses and submit claims against 2021 DCAP funds through December 31, 2022 — giving you an extra 12 months to spend your funds.

For all other plan years, DCAP expenses must be incurred by December 31 each year. You must submit all claims for reimbursement to Navia Benefit Solutions no later than March 31 of the following year.

After that date, your account will be closed and any balance remaining will be forfeited to the Health Care Authority. Once the money is forfeited, you will not be able to claim it. 

What happens to my DCAP funds when coverage ends?

If you terminate employment and have unspent DCAP funds, you may continue to submit claims for eligible expenses as long as the expenses allow you  to attend school full-time, look for work, or work full-time. Claims may be submitted up to your account balance and must be submitted to Navia Benefit Solutions by March 31 of the following plan year. You cannot incur expenses after December 31 of the plan year. There are no continuation coverage rights for the DCAP.

For more information on when coverage ends, see the DCAP Enrollment Guide on Navia's website. You can also contact Navia Benefit Solutions at 1-800-669-3539 or send an email to customerservice@naviabenefits.com.

The Renton School District offers comprehensive benefits coverage to employees and eligible dependents – including benefit plans that help you achieve financial security now and in the future. We have  partnered with LTC Solutions, Inc., an expert in the long-term care insurance marketplace, and Unum, a well-established carrier in the industry. 

What is LTC Insurance?

Long-term care insurance is designed to pay for custodial care once you are in need of assistance with two or more Activities of Daily Living or have a cognitive impairment like dementia or Alzheimer’s.

What is the cost risk?

Nursing home costs are averaging $84,000 per year. With an average length of stay at 2.4 years, total costs can exceed $201,600.

You can navigate your state's current cost of care and tax information with an interactive map at www.ltc-solutions.com/map.  56% of couples without long-term care insurance spend their income down to the poverty level after one partner has spent 6 months in a nursing home.

Am I eligible? When can I enroll?

Newly-eligible employees may purchase coverage on a guaranteed issue basis, with no medical questionnaire during their initial 30 day eligibility enrollment period which begins on date of hire. This is a one-time opportunity that will not be offered at future open enrollments.

All other benefit eligible employees who did not enroll during the qualifying period or would like to make changes to existing coverage may enroll during an Open Enrollment Period by completing the Benefit Election Form and the Evidence of Insurability Form (medical questionnaire).

Spouses/domestic partners and eligible family members (parents, grandparents, in-laws, children 18+ and siblings 18+) of Renton School District employees can apply with full underwriting.

How Are Premiums Paid?

Employee and spouse premiums will be payroll deducted. If you leave Renton School District, you will have the opportunity to continue your coverage at the same rate. All other family members will be billed separately.

For More Information:

Online benefit guide and enrollment information: www.myltcguide.com/rentonsd

Toll-Free: (877) 286-2852

Email: info@ltc-solutions.com

The VEBA Plan is a funded health reimbursement arrangement (HRA) offered by VEBA Trust. Created in 1984, VEBA Trust is a non-profit, tax-exempt health and welfare benefit trust. VEBA Trust currently provides benefits to 70,000 public employees and retirees from more than 400 school districts, community and technical colleges, higher education institutions, and state agencies in Washington.

"VEBA" stands for voluntary employees’ beneficiary association. VEBAs are a type of trust instrument used to hold plan assets for the purpose of providing employee benefits. VEBAs are authorized by Internal Revenue Code section 501(c)(9). VEBA Trust offers a health reimbursement arrangement commonly known as the VEBA Plan.

A health reimbursement arrangement (HRA) is an account-based health plan you can use, after becoming claims-eligible, to reimburse your qualified out-of-pocket medical care costs as defined by the IRS. Common qualified expenses include co-pays, deductibles, prescription drugs, retiree insurance premiums, etc. An HRA is not an insurance plan, and you do not pay a premium. Your account is funded with contributions from your employer. Employer contributions, investment earnings, and withdrawals (claims) are tax-fee. Contribution amounts will not be included on Form W-2 from your employer, and you will not receive a Form 1099 for earnings or withdrawals (claims).

Many governmental employers in the Northwest are familiar with the term "VEBA" and understand it to mean a benefit plan that reimburses medical care expenses and premiums. These medical reimbursement programs are actually defined by the IRS as HRAs, but are commonly referred to as "VEBA" plans.

 

You have the opportunity to enroll in coverage from Allstate Benefits to help protect your finances from life’s unpredictable events. We know deciding on benefits is an important task. 

A cancer diagnosis can be very challenging for you and your family. There are many things to consider – the prognosis, available treatment options, and impact on friends, family and work, to name a few. At this stressful time, the last thing you need to worry about is your finances. Cancer insurance from Allstate Benefits can help relieve your financial burden in this situation. The coverage provides a cash benefit if you or a covered loved one is diagnosed with cancer or one of 29 other specified diseases. And the benefit can be used any way you wish – for medical expenses or your regular monthly bills.

Please refer to the product brochure for benefits, exclusions, and limitations.

Allstate Website - Renton Sponsored Plan

Plan Brochure

Plan Informational Video