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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.

Questions about corona virus and eligibility during school closures? See Information about novel corona virus (COVID-19).

No. The employee can choose which SEBB Organization to participate in. Only that organization pays the employer contribution. 

No. The tobacco use and spouse or state-registered domestic partner coverage premium surcharges do not apply if they waive medical coverage.

Yes. For example, if an employee resigns in the middle of the month, the district covers them through the end of that month.

Yes. To avoid the tobacco use premium surcharge, employees must attest that they and their dependents do not use tobacco. For more on this, visit the Tobacco use surcharge webpage.

No. They can only waive SEBB medical coverage if they are enrolled in other employer-based group medical insurance, a TRICARE plan, or Medicare. Retirement policies are not employer-based, so they do not qualify.

Employees who want to waive medical coverage can use either SEBB My Account or 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 or do not enroll in a plan within the SEBB Program’s timelines, they will default into UMP Achieve 1, and will be charged the tobacco use premium surcharge.

Yes. Employees can only waive medical coverage. They cannot waive dental, vision, or other benefits. The funding rate calculation assumes a certain percentage of employees will waive medical coverage, which reduces the average amount of employer funding needed per employee.

No. They retain coverage until the end of the school year. Their premiums will not change, unless they have a special open enrollment event and change their coverage.