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.

Can an eligible SEBB employee waive medical to remain enrolled on someone else’s (i.e. spouse, SRDP or parent’s) COBRA coverage?

No, an employee cannot waive enrollment in medical to be on someone else’s COBRA medical coverage. An employee may waive enrollment in medical if they are enrolled in other employer-based group medical, a TRICARE plan, or Medicare Part A and B.  "Employer-based group medical" is defined as group medical related to a current employment relationship and does not include COBRA coverage.

I have specific questions about continuation coverage (COBRA or unpaid leave). How do I get answers?

Benefits administrators from school districts, charter schools, and ESDs can sign up for our secure messaging application, HCA Support. Your questions about continuation coverage and other topics will go directly to our Outreach and Training staff. 

If an employee goes on approved leave without pay, does the employer pay the employer contribution toward SEBB benefits?

Employers will continue to pay the full employer contribution for employees who go on approved leave without pay if they have already worked 630 hours during the school year or if they are on approved FMLA or PFML.

If the school employee has not worked 630 hours and the employer no longer anticipates the school employee will work 630 hours during the school year, the school employee is no longer eligible for the employer contribution toward SEBB benefits.

When the school employee returns to work after their unpaid leave, the employer will determine whether the employee is eligible for the employer contribution toward SEBB benefits. Employees who return from approved leave without pay will establish eligibility for the employer contribution if their work schedule, had it been in effect at the start of the school year, would have resulted in the employee being anticipated to work the minimum hours to meet SEBB eligibility in the school year.

If employees terminate employment, does their coverage end at the end of the month?

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

Who administers COBRA and other forms of continuation coverage?

The Health Care Authority (HCA) administers the continuation coverage for COBRA and unpaid leave starting January 1, 2020. At that time, once a SEBB organization notifies the SEBB Program through Benefits 24/7 that a school employee has lost eligibility for SEBB benefits, HCA will mail a SEBB Continuation Coverage Election Notice booklet to the subscriber and/or any enrolled dependent who lost SEBB coverage. The subscriber and/or dependents will work directly with HCA to enroll in and pay for benefits under SEBB Continuation Coverage. They cannot enroll in continuation coverage through Benefits 24/7. A paper enrollment form will be included in the SEBB Continuation Coverage Election Notice. See the SEBB Continuation Coverage webpage for more information.