Health and Life Insurance
DRAFT
Seattle Colleges employee health insurance operates under the Washington State Health Care Authority’s (HCA) Public Employees Benefit Board (PEBB) program. The HCA purchases health care for more than two million Washington residents and works with partners to help ensure Washingtonians have access to better health and better care at a lower cost.
You can visit and explore a virtual benefits fair to learn more about all the benefits available. You will find links to videos, webinars, provider searches, and other information to help you choose the right health benefits for you and your dependents.
Following are basic details of your options as an employee.
Health Insurance: Medical, Dental, and Vision
Eligible employees and their lawful spouse or state-registered domestic partner and dependent children up to the age of 26 can select from a menu of coverage to best fit their individual needs.
- Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage.
- Coverage is effective the first day of the month following the date of employment. If the date of employment is the first working date of a month, then coverage begins on the date of employment.
- Dental coverage is provided at no monthly premium cost to the employee. Selection includes Preferred Provider Organization (PPO) and Managed Care Plans.
- Vision coverage is provided under the medical plan, without additional separate premium cost. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of medical plan selected.
- Employees can change their benefits elections annually during Open Enrollment (typically in November unless they experience a qualifying life event, such as marriage or the birth of a child).
Explore the various plans and benefits available to PEBB employee subscribers and dependents.
Those who already have other comprehensive employer-sponsored medical insurance can choose to waive medical coverage for themselves or any family member. Those who already have existing coverage through their spouse or domestic partner and plan to also enroll in coverage, should contact the plan directly to see how they will coordinate benefits.
If waiving medical coverage, the employee will still be covered under the dental and vision insurance plans at no monthly premium cost. Employees may also cover any eligible dependents in dental and vision at no cost.
The medical Flexible Spending Account (FSA) is a PEBB-sponsored program that allows you to use pre-tax money to pay for certain qualifying out-of-pocket health care expenses. Current annual contributions can be between a minimum of $120 to maximum of $3400. As a “use it or lose it” Internal Revenue Code (IRC) governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents. Presently, FSA account holders my carry over of up to $680 of their pre-tax funds at the end of their plan year into the following plan year’s allocation. Any additional unused funds would be forfeited.
Limited Purpose Flexible Spending Account (LPFSA) is geared towards high-deductible medical plan participants, and is a program that allows you to use pre-tax money to pay certain out-of-pocket expenses for dental and vision claims.
Dependent Care Assistance Program (DCAP) allows you to set aside pre-tax money from your paycheck to pay for qualifying child or elder care expenses (e.g. babysitting, daycare, in-home care for an older dependent incapable of self-care). Current maximum contributions $7500, or $3750 if married and filing separately.
Additional information on these programs is available at the PEBB FSA and DCAP hub.
Health Savings Accounts (HSAs) are only available to members enrolled in a PEBB consumer-directed health plan (CDHP). You can use your HSA to pay for IRS-qualified, out-of-pocket medical expenses.
An HSA is a tax-advantaged account, which means money you contribute is not taxed. When you enroll in a CDHP, you are automatically enrolled in an HSA. The PEBB Program also contributes to your HSA each month. Learn more about HSAs.
With an HSA you can pay for:
- IRS qualified out-of-pocket medical expenses (like deductibles, copays, and coinsurance) including some expenses and services that your health plans may not cover.
- Qualified expenses for your spouse or other tax dependents, even if they aren't covered on your medical, dental, and vision plans.
Your HSA balance can grow over the years, earn interest, and build savings that you can use to pay for health care as needed. The money is yours, even if you change health plans, get a new job, or retire.
After you’re 65, you can withdraw HSA dollars for any expense – you’ll just need to pay income taxes.
Life and Disability Insurance
Eligible employees and their lawful spouse or state-registered domestic partner and dependent children up to the age of 26 are provided with Basic Term Life coverage of $35,000 and Accidental Death & Dismemberment (AD&D) coverage of $5,000 at no monthly premium cost to the employee. Effective date is the first of month following the date of employment.
Supplemental term life insurance coverage policies are available in increments of $10,000 up to $500,00 guaranteed issue when certain employment conditions are met, and up to a maximum of $1,000,000 with Medical Evidence of Insurability (Life Insurance Evidence of Insurability may also be required). Spouse and dependent coverage are available.
Supplemental AD&D policies for employee, lawful spouse, qualified same-sex domestic partner and family are available at additional cost to the employee.
Learn more on PEBB's MetLife website.
LTD insurance is designed to pay a monthly benefit to you in the event you cannot work for an extended period of time because of a covered illness or injury. This LTD benefit replaces a portion of your income, helping you to meet your financial commitments in a time of need.
Basic Long Term Disability (LTD) is provided at no monthly premium cost to the employee. It provides 60% of the first $400 of pre-disability monthly earnings, reduced by any deductible income. The maximum benefit is $240 per month; the minimum benefit is $100 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
Supplemental LTD provides either 50% or 60% of pre-disability monthly earnings, reduced by any deductible income, and is additional cost to employee. Maximum benefit is $10,000 per month; minimum benefit is $240 per month. Cost for the supplemental plan is determined by employee type and salary replacement level selected. Enrollment at the 60% level is automatic, unless the employee opts out.
Use the LTD Premium Calculator to help you make an informed decision.