Benefits

Understanding your eligibility, how to enroll and what each benefit means for you can feel overwhelming. Start with the Benefits Summary Chart for an overview of each benefit offered at BISD and how to qualify.

Step 1: Create your SEBB My Account

Most SEBB benefits can be enrolled in online. First, create your SEBB My Account:

1. Go to Benefits 24/7 and click the green “Log in to Benefits 24/7” button under Employee/Subscriber login. You’ll be taken to SecureAccess Washington (SAW), the state’s secure portal.
2. Click “Sign up” to create a SAW account. If you already have one, log in and skip to Step 2.
3. Enter your name, email address, username and password. Save your username and password somewhere safe.
4. Check the box to show you’re not a robot, click “Submit,” and follow the link in your email to activate your account.

Step 2: Enroll in coverage

1. Add your dependents. Enter your dependents’ information. Learn how to add dependents on the HCA website. If you aren’t adding dependents, skip to item 3.
2. Verify your dependents. Upload proof of eligibility from your computer or phone, such as a birth or marriage certificate or a recent tax return (PDF, JPEG, JPG or PNG). Accepted documents are listed in SEBB My Account. If you can’t upload online, you can give paper documents to your payroll or benefits office. Keep copies, since HCA may audit eligibility. Note: Verification alone does not enroll your dependents. You must still select the same plans for them as for yourself.
3. Attest to premium surcharges. Answer questions that determine whether you’ll pay the monthly $25-per-account tobacco use surcharge or the monthly $50 spouse or state-registered domestic partner coverage surcharge.
4. Select your plans. Compare medical plans side by side to see common benefits and costs.

Paper enrollment forms

If online enrollment isn’t an option, you can use paper forms. Some programs, including the Flexible Spending Account (FSA) and Dependent Care Assistance Program (DCAP), require paper forms.

SEBB offers medical coverage through the plans below. Medical coverage is optional and can be waived. Plan availability depends on your county of residence; see medical plans available by county.

• Kaiser Permanente NW
• Kaiser Permanente WA
• Premera Blue Cross
• Uniform Medical Plan (UMP)

Dental coverage is required for employees, and your eligible dependents can be covered at no additional cost.

Managed care plans

You use one designated dental office in the plan’s network. You can work with the plan to choose your office, or the plan will assign one.

• DeltaCare
• Willamette Dental

Preferred provider organization (PPO) plan

More flexibility to choose your dental providers.

• Uniform Dental Plan (administered by Delta Dental of Washington)

Vision coverage is required for employees, and your eligible dependents can be covered at no additional cost. Choose from:

• Davis Vision
• MetLife Vision
• EyeMed Vision

SEBB provides two types of long-term disability coverage:

• Employer-paid LTD: Eligible employees receive this coverage at no cost. It insures 60% of the first $667 of your monthly pre-disability earnings, up to a maximum benefit of $400, depending on your earnings and any deductible income.
• Employee-paid LTD: Replaces more of your income. When you become eligible for SEBB benefits, you’re automatically enrolled at the 60% coverage level with a 90-day waiting period. It insures the first $16,667 of your monthly pre-disability earnings, up to a maximum benefit of $10,000 at the 60% level or $8,333 at the 50% level, depending on your earnings and any deductible income.

Basic life and AD&D

Eligible employees are automatically enrolled, at no cost, in $35,000 of basic life insurance and $5,000 of basic AD&D insurance.

Supplemental life insurance

• Employees: Up to $500,000 in $10,000 increments, or up to $1,000,000 with a Statement of Health.
• Spouse or state-registered domestic partner: Up to $100,000 in $5,000 increments, or up to $500,000 with a Statement of Health. Coverage cannot exceed 50% of the employee’s supplemental life coverage.
• Children: Up to $20,000 in $5,000 increments, with no Statement of Health required.

You must be enrolled in supplemental life yourself to buy it for a dependent. You may enroll during your initial 31-day enrollment period, within 60 days of a qualifying event, or during annual open enrollment.

Supplemental AD&D insurance

• Employees: Up to $250,000 in $10,000 increments.
• Spouse or state-registered domestic partner: Up to $250,000 in $10,000 increments.
• Children: Up to $25,000 in $5,000 increments.

You must be enrolled in supplemental AD&D yourself to buy it for a dependent. Supplemental AD&D never requires evidence of insurability, you can apply at any time, and it does not cover death or dismemberment from non-accidental causes.

Naming a beneficiary

You must name a beneficiary for both basic and supplemental life and AD&D insurance. Visit MetLife’s MyBenefits website, go to your profile page, click Group Life Insurance, then click the Beneficiaries tab. You can also call MetLife at 1-833-854-9624 or use the Group Term Life Insurance Beneficiary Designation form.

Medical Flexible Spending Account (FSA)

Set aside pretax money from your paycheck for out-of-pocket health costs such as deductibles, copays, and dental or vision expenses. You can use it for yourself, your spouse or your qualified tax dependents, even if they aren’t on your SEBB coverage. Learn more on the SEBB Medical FSA webpage.

Dependent Care Assistance Program (DCAP)

Set aside pretax money for child care or elder care while you (and your spouse or state-registered domestic partner) work, look for work or attend school full time. Learn more on the SEBB DCAP webpage.

Enrolling in an FSA or DCAP: Enroll within your 31-day eligibility period, within 60 days of a qualifying event, or during annual open enrollment. The Navia FSA and DCAP enrollment form is under Benefits Overview & How to Enroll.

Health Savings Account (HSA)

An HSA is a tax-exempt account for IRS-qualified out-of-pocket medical expenses, such as deductibles, copays and coinsurance, including some services your health plan may not cover. Anyone can deposit money into your HSA, and you can deduct your own contributions from your taxable income. You can use HSA funds for your spouse or tax dependents even if they aren’t on your plans.

Your balance rolls over every year, can earn interest and can even pay Medicare Part B premiums later. Only employees enrolled in a high-deductible health plan (HDHP) are eligible; currently, the only HDHP offered is the UMP High Deductible plan. Other eligibility limits apply, so review the full requirements and contribution amounts with HealthEquity, SEBB’s HSA provider.

VEBA is a health reimbursement account (HRA). Tax-deferred funds are deducted from eligible employees’ compensation and deposited into their HRA account.

Who is eligible

Administrators, certificated staff and non-represented classified staff currently participate. Monthly contributions are:

• Administrators: $100 per month
• Certificated staff: $75 per month
• Non-represented classified staff: $50 per month

Accessing your account

Log in or register at the VEBA account portal using your plan information and VEBA account number. If you don’t have that information, call VEBA at 1-888-828-4953.

State retirement plans

• School Employees’ Retirement System (SERS): For classified staff who work at least 70 hours a month for two consecutive years. Plan handbooks: SERS Plan 2 and SERS Plan 3.
• Teachers’ Retirement System (TRS): For certificated staff who work at least 70 hours a month for five consecutive months. Plan handbooks: TRS Plan 2 and TRS Plan 3.

Deferred Compensation Program (DCP)

DCP is a supplemental 457(b) retirement savings plan that you control, administered by the Washington State Department of Retirement Systems (DRS). Any current, active DRS member can enroll.

1. Decide how much to contribute. Choose a dollar amount or percentage of each paycheck. Contributions can be pre-tax, Roth or both, up to IRS limits.
2. Enroll. Enroll online through the DRS website, or complete a paper DCP enrollment form and mail it to DRS. Provide your personal information, contribution amount and tax treatment.
3. Choose your investments, during or after enrollment.
4. Watch for payroll deductions. They may take one or two pay cycles to begin.
5. Name a beneficiary and manage your contributions and investments by logging in to your DCP account.

A 403(b) plan lets you save for retirement with taxes deferred. Contributions are voluntary and can be adjusted to match your goals. All regular employees are eligible to enroll in BISD’s 403(b) plan through the TSA Consulting Group. Visit TSA Consulting Group’s BISD page for plan details.

How to start or change contributions

1. Review approved vendors on TSA Consulting Group’s BISD page.
2. Open an account by contacting your chosen vendor directly. The vendor will help with their enrollment paperwork.
3. Submit a Salary Reduction Agreement (SRA) as instructed by your vendor or OMNI-TSACG. Contributions can’t begin until it’s approved.
4. Monitor your account. Once processed, contributions are deducted from your paycheck. Manage investments and contribution amounts directly with your vendor.

BISD partners with First Choice Health to offer an Employee Assistance Program for you and your family members. The EAP is available 24 hours a day, 7 days a week, with up to five sessions per issue per year, in person or online. The EAP can help with:

• Marital and family issues
• Depression and anxiety
• Substance use
• Problem gambling
• Balancing work and home
• Other personal and family concerns

To speak with a counselor, call 800-777-4114 or visit First Choice Health’s website. The username is bisd303.

SmartHealth is an optional wellness program. Any SEBB-eligible employee can create an account and take part in activities. Employees and spouses or state-registered domestic partners enrolled in SEBB medical coverage can also earn wellness incentives:

• A $125 wellness incentive, delivered based on your medical plan
• An additional $50 incentive if you took the Well-Being Assessment during annual open enrollment

To qualify for the $125 incentive

1. Visit SmartHealth and create your profile.
2. Complete the SmartHealth Well-Being Assessment.
3. Join and track activities to earn at least 2,000 points by the deadline posted on the SmartHealth website.

Employees who waive medical coverage can still use SmartHealth, but they aren’t eligible for the wellness incentive.

Some BISD employees may qualify for no-cost health coverage through Washington Apple Health (Medicaid). To see if you or your dependents qualify, apply online through Washington Healthplanfinder or call the Health Benefit Exchange Customer Support Center at 1-855-923-4633.

If you’re interested, we encourage you to look into it as soon as possible. If you or your dependents qualify for no-cost Apple Health, you can choose from the managed care plans available in your county, with no premiums, copays or deductibles. You may also keep your employer-based insurance and get help paying your premiums.

For more information, call 1-800-562-3022, ext. 15473, or visit the Premium Payment Program page on the Health Care Authority’s website, which includes an application form. Additional information is available from the U.S. Department of Labor’s CHIP notice (PDF).

WA529 lets Washington residents save tax-free for college-related expenses through two plans: Guaranteed Education Tuition (GET) and the DreamAhead College Investment Plan. Learn about WA529.

BISD does not offer payroll deductions for WA529, but you can explore other ways to contribute or get started with enrollment.

TicketsatWork offers BISD employees exclusive discounts and access to tickets for theme parks, shows, sporting events, movies, hotels and more, at no cost to the district. Create an account with your work email to get started.

Once you sign up, you’ll receive emails from TicketsatWork at your work address. Use the “unsubscribe” link at the bottom of any email to get fewer messages.