SEBB Program Medical Flexible Spending Arrangement (FSA) and Dependent Care Assistance Program (DCAP)

You must enroll each year during annual open enrollment to continue your Medical FSA or DCAP, even if you are not changing your contribution amounts.

What you need to know about the Medical FSA and DCAP:

• Navia Benefit Solutions must receive your enrollment no later than November 23, 2020, for the 2021 plan year.
• You are not eligible to enroll in the Medical FSA for 2021 if you enroll in a high-deductible health plan (HDHP) with a health savings account (HSA) for 2021.
• You may enroll or continue in the DCAP if you enroll in an HDHP with an HSA.

The Medical FSA allows you to:

• Set aside pretax dollars from each paycheck to pay out-of-pocket eligible health care expenses for you and your qualified dependents, even if they are not enrolled in your SEBB health plan.
• You may set aside between $240 and $2,750 for 2021. The chosen amount will be deducted from your paycheck in equal installments.
• When you have qualified expenses, you may pay them either by using a Medical FSA debit card or by submitting claims for reimbursement to Navia Benefit Solutions.

The DCAP allows you to:

• Set aside pretax dollars for children under age 13, or other qualified dependents who are physically or mentally incapable of self-care and regularly spend at least eight hours each day in your household.
• You may set aside up to $5,000 per household ($2,500 each if married and filing separate tax returns). The chosen amount will be deducted from your paycheck in equal installments.
• When you incur child or elder care expenses, submit the claims for reimbursement.

Want to learn more about the Medical FSA and DCAP?

• Navia Benefit Solutions is offering two webinars during annual open enrollment:
  • Tuesday, October 27 at 4 p.m. Register (10/27/20)
  • Thursday, November 12 at 4 p.m. Register (11/12/20)
• Call Navia Benefit Solutions at 1-800-669-3539 or email your questions to customerservice@naviabenefits.com.
• Read enrollment guides, review lists of eligible expenses, and watch a video on the Navia Benefits Solutions website.

How to enroll

You have two options:

1. Enroll online through the Navia Benefit Solutions website during open enrollment. Instructions to enroll online are available on Navia Benefit Solutions forms page.
2. Complete the 2021 Open Enrollment form. Send the form to the email address, mailing address, or fax number on the form. Navia Benefit Solutions must receive your enrollment no later than November 23, 2020.

How do I make changes during the SEBB Program’s annual open enrollment?

From October 26 through November 23, 2020, you can make changes to your SEBB account that will be effective January 1, 2021.

To make changes, go to SEBB My Account on the SEBB website. You can:

• Change your medical, dental, or vision plan.
• Add a dependent to your medical, dental, or vision plan. You must provide proof of the dependent‘s eligibility. When enrolling them, you must select all of the health plans (medical/dental/vision) you would like the dependent enrolled in, even if the proof of eligibility is not yet complete.
• You must attest to the tobacco use premium surcharge for each dependent (13 years or older) you enroll in medical coverage. If adding a spouse or state-registered domestic partner, you must also attest to the spouse or state-registered domestic partner premium surcharge.
• Remove a dependent from your medical, dental, or vision plan.
• Waive medical coverage if you have other employer-based group medical coverage, a TRICARE plan, or Medicare. You cannot waive dental or vision coverage.
• Enroll in medical coverage, if you previously waived.
• Reattest to the spouse or state-registered domestic partner coverage premium surcharge, if asked by the SEBB Program to do so. To confirm whether you need to reattest, you can log in to SEBB My Account. If you are required to reattest, the following message will display: “You are required to complete your spousal attestation again for open enrollment.”
• Enroll in the Medical Flexible Spending Arrangement (FSA) or Dependent Care Assistance Program (DCAP) for 2021. You must enroll in the Medical FSA and DCAP every year that you want to participate.

If you are unable to use SEBB My Account, contact your payroll or benefits office to request a paper form.

All changes and supporting documentation must be submitted through SEBB My Account or to your payroll or benefits office no later than November 23, 2020. Changes will be effective January 1, 2021.

The SEBB Program’s annual open enrollment begins October 26

The School Employees Benefits Board (SEBB) Program’s annual open enrollment begins Monday, October 26, 2020, and ends Monday, November 23, 2020.

Open enrollment is your opportunity to make changes to your health plan benefits. All changes made during open enrollment are effective January 1, 2021.

• What changes can you make? Learn about the changes you can make on the HCA website under Open Enrollment (SEBB), What changes can I make? You can also read the article on page 3 of your October Intercom newsletter.
• How do I make changes? Log in to SEBB My Account and submit your changes between October 26 and November 23, 2020. If you need to submit a paper form instead, the form will be available from your payroll or benefits office.

Note: Corrections have been made to the SEBB Intercom newsletter that was mailed in early October; see the HCA website under Open Enrollment (SEBB), Intercom newsletter.

If you have questions about your benefits or account, please contact your benefits administrator.

Employee Rights
Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act

The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020. ► PAID LEAVE ENTITLEMENTS Generally, employers covered under the Act must provide employees: Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at: • 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total; • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total; and • Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total. A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period. ► ELIGIBLE EMPLOYEES In general, employees of private sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees who have been employed for at least 30 days prior to their leave request may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below. ► QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19 An employee is entitled to take leave related to COVID-19 if the employee is unable to work, including unable to telework, because the employee: is subject to a Federal, State, or local quarantine or isolation order related to COVID-19; has been advised by a health care provider to self-quarantine related to COVID-19; is experiencing COVID-19 symptoms and is seeking a medical diagnosis; is caring for an individual subject to an order described in (1) or self-quarantine as described in (2); is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services. ► ENFORCEMENT The U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a proceeding under or related to this Act. Employers in violation of the provisions of the FFCRA will be subject to penalties and enforcement by WHD. WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR For additional information or to file a complaint: 1-866-487-9243  TTY: 1-877-889-5627 dol.gov/agencies/whd

2020 Annual Personal Leave Cash Out Opportunity

It’s that time of year again when you may have the opportunity to cash out some of your unused Personal Leave.

There are 3 applications. Since there are different rules for each group, please choose the one that applies to you:

o   Administrator

o   Certificated

o   Classified/Non-Rep

Remember you can check your leave balances in Skyward Employee Access.

If you are eligible, and you choose to take advantage of this benefit, please sign and return the Annual Personal Leave Cash out Application to the Payroll Dept by the appropriate due date:

o   If you are a School Year Employee (working 10 months), please have these forms turned into Payroll by June 19, 2020.

o   If you are a Year-Round Employee, please have these forms turned into Payroll by August 31, 2020.

o   If you are an Administrator, please have these forms turned into Payroll by June 30, 2020.

Additional Retirement Savings Options

Are you looking for additional ways to put away money for your retirement?  Here are a few options:

A 403b Plan - See the flyer concerning 403b Universal Availability Notice for helpful information.

Check out the OMNI 4th Quarter Update Newsletter for more information; or a

A Deferred Compensation Program.  Check out the DCP brochure or the Enrollment Guide for more information.

Washington Paid Family and Medical Leave

Starting Jan. 1, 2020, employees who have worked 820 hours in the qualifying period (equal to 16 hours a week for a year) will be able to apply to take paid medical leave or paid family leave. The 820 hours are cumulative, regardless of the number of employers or jobs someone has during a year. All paid work over the course of the year counts toward the 820 hours, including part-time, seasonal and temporary work. While on leave, you are entitled to partial wage replacement. That means you will receive a portion of your average weekly pay. The benefit is generally up to 90 percent of your weekly wage, with a minimum of $100 per week and a maximum of $1,000 per week. You will be paid by the Employment Security Department rather than your employer. Unlike the federal Family and Medical Leave Act (FMLA), employees of small businesses may take Paid Family and Medical Leave if they meet the standard eligibility requirements. More information on applying for benefits will come in 2019. Please go to paidleave.wa.gov for more information.

What protections are there for me?

Employees who return from leave under this law will be restored to a same or equivalent job if they work for an employer with 50 or more employees, have worked for this employer for at least 12 months, and have worked 1,250 hours in the 12 months before taking leave (about 24 hours per week, on average). You can keep your health insurance while on leave. If you contribute to the cost of your health insurance, you must continue to pay your portion of the premium cost while on leave. Your employer is prohibited from discriminating or retaliating against you for requesting or taking paid leave.

Annual Sick Leave Buy Back Opportunity

ANNUAL SICK LEAVE BUY BACK OPPORTUNITY

It's that time of year again when you may have the opportunity to buy back your 2019 unused sick leave. 

To be eligible to buy back your unused sick leave you must:

·      Have a balance of at least 60 days of sick leave as of 12/31/19

·      And have not used all of the sick leave that you earned in 2019

Here are some Sick Leave Buy Back Commonly Asked Questions that may be helpful in making your decision. 

If you are eligible, and choose to take advantage of this benefit, please sign and return the Annual Sick Leave Buyback Application

This application must be received in Payroll no later than January 31, 2020.

This policy is in accordance with WAC 392-136-015.