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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 ACA requirements are more restrictive than state law RCW 41.05.740 (6)(d)(ii), and the SEB Board cannot make a requirement that is more restrictive than statute.

Yes. If employees do not attest to the tobacco use premium surcharge during enrollment or if they attest that they or their enrolled dependents use tobacco, they will be charged a monthly $25-per-account premium surcharge in addition to their monthly medical premium.

No. The SEBB Program does not have authority over contributions made to pensions or any form of retirement accounts.


If an employee terminates their employment with the district, charter school, or ESD during the school year, their benefits will end based on the termination date. If an employee gives the district an August termination date, their benefits would continue through the end of the school year (August 31). If they terminate with a June date, their benefits would end June 30. See more about when benefits end.

Yes, SEBB My Account follows the Americans with Disabilities Rehabilitation Act (ADA) Website Content Accessibility Guidelines (WCAG) 2.0. This includes making the system friendly for screen readers to read textual information.

Yes, the SEBB Program meets the affordability requirements.

Yes. Documents must be submitted by the end of open enrollment, so they can be verified before January 1 of the following year.

Yes, use SEBB My Account to attest to the tobacco use and spouse or state-registered domestic partner coverage premium surcharges.

Yes. When an employee is approved for Family and Medical Leave Act (FMLA) or for the state's Paid Family and Medical Leave (PFML), they continue their benefits. The employee is still responsible for paying their portion of the premiums. See WAC 182-31-110.

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.