Yes. The employee’s SEBB benefits would begin June 1 and run through August 31. 

It depends on when they are hired.

• In September each year, new school employees who are anticipated to work 630 hours during the school year and whose first day of work is from September 1 through the first day of school,  start coverage on their first day of work.
• In general, for school employees anticipated to work 630 hours during the school year whose first day of work is at any other time during the school year, the effective date of coverage is the first day of the month following the day they begin work.
• School employees hired late in the school year but anticipated to work 630 hours or more the following year enter into two categories.
  • Employees hired on a nine- to 10-month basis will be eligible for SEBB benefits on their first day of work if they are anticipated to work at least 17.5 compensated hours a week in six of the last eight full or partial weeks before summer break. Their benefits would begin the first of the month after they begin work.
  • Employees hired on a 12-month basis will be eligible for SEBB benefits on their first day of work if they are anticipated to work at least 17.5 compensated hours a week in six of the last eight full or partial weeks before the end of the school year (August 31). Their benefits would begin the first of the month after they begin work.

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.

District administrators will decide this, based on the SEBB Program qualifications.

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.

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.

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.

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

Yes, that is correct.

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.