How to Apply for a Health Related Leave to be Absent from your Job

Several types of leave are available to eligible Seattle Public Schools employees. If you are in need of a Personal Health, Family Member’s Health, Maternity, Parental, or Military Family Leave of Absence, please follow the steps below.

If you have additional questions, contact the Leave of Absence Department at HRLeaves@3588612.com.

• Guide for Applying for an Employee Health Leave
• Guide for Applying for a Parental Leave
• Guide for Applying for a Maternity Leave
• Guide for Applying for a Family Health Leave

Step 1: Notify the District

Submit an online Leave Request to notify the District of your request for Leave.

In the online form, you will need to select your Leave Type. Depending on what you select, a note will appear below your selection with more instructions and/or a link to another required form.

If you have questions, email HRLeaves@3588612.com.

Step 2: Certification of Healthcare

Next, you will need to take the appropriate Certification of Healthcare Provider form to an appropriate healthcare provider. When you select a health-related leave type in the online Leave Request form, the link to the appropriate Certification of Healthcare Provider form will appear below your selection.

If you have a completed Certification of Healthcare Provider form, you can upload it via the online leave request form.

If you do not have a Certification of Healthcare Provider form yet, you will need to provide the document to the Leave Department before your leave of absence is fully approved. The healthcare provider can complete and return the form to the SPS Leave Department via fax or email:

• Fax: 206-252-0021
• HRLeaves@3588612.com

Or visit the Department of Labor website to access the certification forms.

Step 3: Apply for the Washington State Paid Family Medical Leave (PFML)

WA Paid Family Medical Leave (PFML) is an insurance benefit for Washington workers. It provides paid time off when workers need it most, like to recover from a serious illness, take care of a new baby, or spend time with a family member on leave from the military. 

• You do not have to apply for WA PFML to take leave through the district.
• You do have to apply for leave through the district to take WA PFML.

How to Apply for WA PFML

1. Refer to WA Employment Security Department (ESD) website to apply or call them at 833-717-2273.
   • Sign up to Apply for PFML. You will need to upload the copy of your driver’s license, and the health certification form from your or your family member’s doctor, and at some point, enter your bank information for direct deposit. 
2. WA ESD will determine eligibility, length of leave, waiting period, payment eligibility, process payments, etc.
3. If approved and taking WA PFML, you must apply for leave through school district as well.  See above for reference.
4. If you choose, WA PFML payments can be supplemented with SPS sick, personal, vacation time.
   • You must notify the Leave Department if you intend to supplement your PFML payments with your SPS sick, personal, or vacation time (if your position accrues personal and vacation).  Once your absences have been recorded using your SPS paid time, and paid out on your paycheck, retroactive changes will not be made.
5. All questions regarding WA PFML program must go through WA ESD.

The Employment Security Department will determine if you are eligible based on the hours you have worked. There are two thresholds for eligibility:

• For payment ONLY, not job protected leave, the employee must have worked 820 hours over the past year.
• To be eligible for payment AND job protected leave, the employee must have worked 1250 hours over the past year.

Depending on your position, there are other factors that could provide job protected leave that may be provided via an applicable collective bargaining agreement. Once you apply for leave, the Leave Department will review your request and provide a detailed explanation of your rights.

Step 4: Leave Department will process leave of absence start

1. Determine Eligibility of Leave
2. Determine FMLA eligibility
3. Determine right to return date
4. Process leave in SAP (Payroll/HR system)
   • Enter in start date.
   • Enter in paid time (sick, vacation, personal) for pay through SPS.
5. Create leave letter and send to Employee, Supervisor, Manager, Timekeeper, Union Rep, etc.

Step 5: Returning from Leave – before returning you must notify the Leave Department

• Employee Health Leave: Must submit Medical Authorization to Return to Work to Leave Department
• Family Health Leave: Employee must submit notification of return date to work to Leave Department

Step 6: Leave Department will process leave of absence return

• Return employee to active status.
• Notify Employee, Supervisor, Manager, Timekeeper, Union Rep, etc. effective date that employee will be returning.

SEA Certificated and Classified Paid Parental Leave Application

SEA Certificated and Classified Paid Parental Leave Application 

A total of up to five (5) days of leave per year shall be granted with pay to parents or guardians, for the purpose of care for a newborn child, or the placement of a child with the employee for foster care, or for guardianship or other emergency situation where the employee has recently become legally responsible for the care of a newborn or minor child.

Paid Parental Leave Affidavit 

Paid Parental Leave Affidavit 

If no legal document or verification is yet available, explain the circumstances requiring you to take custody or guardianship of a newborn child, or the placement of a minor child for foster care, or other emergency placement requiring you to be recently responsible for the care of a newborn or minor child, and attach this affidavit to your Paid Parental Leave Application.

Domestic Violence Leave

To apply for a domestic violence leave, complete the online Leave Request form.

In addition to this form, you will need to submit verification in the form of one or more of the following which can be emailed to hrleaves@3588612.com:

• A police report indicating you or your family/household member was a victim;
• A court order providing protection to the victim;
• Documentation from a healthcare provider, advocate, clergy or attorney; or
• A written statement that you or your family member is a victim and needs assistance. Family relationship must be verified by birth certificate, court document or other similar record or statement from you. Contact the Leave Department if you believe you will be unable to return the completed forms in the specified time period.

Long Term Leave

The 2024-25 long term leave application is closed.

Applications for 2025-26 will be accepted January 1-March 1, 2025.

Long term leaves are for travel, education, and personal growth. Information and qualifications for Long Term Leaves can be found in the SEA and Local 302 collective bargaining agreements.

Leave Sharing Forms

• To request shared leave donations, complete the Leave Sharing Request Form
• To donate shared leave to an individual employee complete the Leave Sharing Transfer Form
• To donate to the District-wide shared leave bank, follow these instructions.

Leave Sharing Guidelines

Effective Date: February 28, 2024

Pursuant to RCW 28A.400.380, RCW 41.04.665, WAC Chapter 392-136A, and Board Policy 5400, the District has developed the following guidelines to administer its employee shared leave program.

An employee is eligible to receive shared leave from other District employees under the following conditions:

1. The employee meets the eligibility requirements of WAC 392-136A-030, including the employee:
   • Suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
   • Has been called to service in the uniformed services;
   • A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to the emergency or its aftermath and volunteers his or her services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
   • Is a victim of domestic violence, sexual assault, or stalking;
   • Is a current member of the uniformed services or is a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability;
   • Is a spouse of a current member of the uniformed services or a veteran as defined under RCW 41.04.005, who is attending medical appointments or treatments for a service connected injury or disability and requires assistance while attending appointment or treatment;
   • Needs the time for parental leave; or
   • Is sick or temporarily disabled because of pregnancy disability.
2. The condition(s) listed in subsection (1) of this section has caused, or is likely to cause, the employee to go on leave without pay or terminate district employment.
3. The employee’s absence and the use of shared leave are justified.
4. The employee has depleted all but 40 hours of annual and 40 hours of sick leave reserves;
5. The employee has abided by district sick leave or military leave policies, and has not been subject to disciplinary action for misuse or abuse of those district policies;
6. If the illness or injury is work-related,the employee has diligently pursued and been found to be ineligible for benefits under Chapter 51.32 RCW (workers’ compensation);
7. The employee is not receiving compensation under the long-term disability plan;
8. The employee has applied for shared leave and has been certified by their doctor as eligible to receive donations, once that takes place and if the employee is requesting donations from the district wide shared leave pool, the employee will be placed on the pool list in date received order and donations will be applied accordingly;
9. The employee may not receive more than 522 days of donated leave for the entire duration of employment, either from direct employee donations and/or in combination with donation from the shared pool. Duration of employment includes employment by the State of Washington or any state agencies, including employment by other school districts within the state.
10. For the purposes of this guideline, donated and received sick leave and personal leave/vacation conversion shall be calculated on an hourly basis. Each day shall consist of an employee’s regularly assigned hours at the time of conversion regardless of an employee’s job class or FTE.
11. The employee is entitled to request up to 15 days of shared leave from the district wide pool per leave period, and an employee will not qualify for an additional up to 15 days until the employee qualifies for a new leave period as defined by their collective bargaining agreement and/or state and federal laws.  Examples:
    • SEA – 15 days can be requested in the employee’s first year of Leave, if Leave is extended in year two, employee is not eligible for additional shared leave from the pool until the employee returns to work and works 1 full year, or returns to work and requalifies for FMLA.
    • Local 302 – 15 days can be requested in the employee’s 1 year of Leave period.  The employee is not eligible for additional share leave from the pool until the employee returns to work and works 1 full year, or returns to work and requalifies for FMLA.
    • PASS – 15 days can be requested in the employee’s year period of 7/1-6/30.  The employee is not eligible for additional share leave from the pool until the employee returns to work and works 1 full year, or returns to work and requalifies for FMLA.
    • Other Union Groups and Non-Reps – 15 days can be requested in the employee’s FMLA rolling year period.  The employee is not eligible for additional share leave from the pool until the employee returns to work and works 1 full year, or returns to work and requalifies for FMLA.
12. Shared leave is only authorized for donation between SPS employees. 

The following criteria establish the eligibility to donate annual (vacation), sick leave or personal leave to individuals or to the district wide pool:

1. Employees, who accrue annual (vacation) and sick leave, may choose to donate annual leave or sick leave;
2. For Personal Leave/Vacation donations:
   • Employees may donate annual (vacation) leave provided the donation does not cause their annual leave balance to fall below ten days, based on their FTE.  The ten days is prorated for part-time employees. Additionally, an employee may not donate excess annual leave (hours in excess of 240) that the employee would not be able to take due to an approaching anniversary date;
   • Only the useable portion of annual leave may be donated;
   • Employees may donate their accrued Personal Leave.
3. For sick leave donations: Employees who donate sick leave must have at least 176 hours of sick leave after the donation is deducted.  Both full-time and part-time employees must maintain this amount.  The amount is not prorated for part-time.
4. Any donated leave not used by the recipient in connection with the specified and approved illness, or injury, will be returned to the shared pool.
5. Donations to the district wide share leave pool are irrevocable, once donated, they will not be returned to the donor.

There are many types of employment leave. If you take an approved leave from the District, you will receive a letter from Human Resources designating the type of leave, how long it will last, and other information relevant to your leave. Depending on the circumstances of your leave (and perhaps the terms of your Collective Bargaining Agreement), your District-paid employee benefits may continue for all or part of your leave.

There are many things to consider when you take an approved leave of absence SPS, including how your benefits will be affected and how premiums will be paid. This Q&A can help with some of the questions that may arise. This Q&A discusses these leave situations only in summary form. More information is available by contacting Human Resources.

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What Types of Leaves Are There?

Child Care Leave:

Certain bargaining agreements allow for Child Care Leave. This provides time during the 12 months following birth (or placement by adoption) to care for your new child. Child Care Leave itself is always an Unpaid Leave but if your leave qualified for FMLA (“Family Medical Leave Act”), then District benefits would continue for up to 12 weeks. If your Child Care Leave goes past the end of FMLA period and you have not worked or are not anticipated to work 630 hours in the current school year your benefits will end, and you will need to pay the full cost of your premiums to continue your coverage. (See “How Can I Continue My Benefits After They Would End?”)

Washington State Family Care Act (FCA):

FCA allows employees to use available paid leave to care for a sick child with a routine illness; a spouse, parent, parent-in-law or grandparent with a serious or emergency health condition; and an adult child with a disability. District benefits would continue during this type of leave, as long as you are also eligible for FMLA.

Approved Leaves for Education, Travel, Etc.

These types of leave are generally unpaid and District benefits will generally not be available unless you have worked 630 hours in the current school year. You would be able to continue your benefits through Continuation Coverage.

Family Medical Leave Act (FMLA):

FMLA provides up to 12 weeks each year of unpaid, job-protected leave to employees who need to care for themselves or certain family members in the event of birth, adoption, or a serious health condition. Employees are eligible for FMLA leave if they have been employed by SPS for at least one year and have worked 1,250 hours or more in the most recent 12 months.

FMLA leave can be paid leave or unpaid leave. In either case, benefits will remain in place for the duration of the FMLA leave – usually a maximum of 12 weeks. You will still be responsible to pay your portion of the monthly premium. If your leave is paid, your premium share will be deducted from your paycheck. However, if your leave is unpaid or you do not have sufficient pay from which to deduct your premium share, you will need to pay your monthly premium by writing a check to Seattle Public Schools. You will receive a letter with payment instructions.

PFML (Washington Paid Family Medical Leave)

The Washington Paid Family Medical Leave (PFML) program is an insurance program administered by the Employment Security Department (ESD). Employees are covered by the program if they worked at least 820 hours in Washington (for any Washington employer) in four of the past five quarters. PFML entitles eligible employees to up to 12 weeks of paid leave for their own serious health condition, or up to 16 weeks for a combination of family and medical leave. Up to 2 additional weeks of leave are available for certain pregnancy complications.

To receive benefits, employees must both notify the District of the leave, and file a claim with the ESD. If ESD approves the claim, ESD pays benefits for the duration of the leave of absence directly to the employee. The amount an employee receives is a percentage of the employee’s weekly wages, up to $1,200 per week. PFML leave is job-protected, and if your PFML leave overlaps an approved FMLA leave, your benefits are also continued.

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What Happens to My Benefits When I go on Leave?

Benefits continuation is based on whether you have worked or anticipated to work or be paid for 630 hours in the school year, which begins September 1st and ends August 31 each year. In all circumstances, if you terminate your employment, benefits will end on the last day of the same month in which employment ends. We have outlined three different scenarios that may be applicable:

1. If you have already worked 630 when your leave begins, your benefits will continue until August 31 of that school year, unless you terminate employment.
2. If you have not yet worked 630 hours by the date you go on leave or by the date your FMLA status ends, but you anticipate returning to work during the current school year and completing 630 hours of work, then benefits remain in place during your leave.
3. If you have not worked 630 hours before your leave starts or FMLA status ends and are not returning during the school year then benefits will end on the later of the last day of the last month you are paid, or the last day during which your FMLA ends.

Where Do I Make Plan Choices?

You can verify your plan enrollments and make Special Open Enrollment requests by logging into SEBB MyAccount.

How do I Pay My Portion of Premium on an Unpaid Leave?

If your pay ends while you remain benefits eligible, you will still be responsible for your portion of the premium. Since there will be no paycheck from which to withhold your premium, you will receive a letter requesting that you pay the premium via check or money order directly to Seattle Public Schools. You can also choose to have the missed premium deducted from your first check after you return to work. Premium request letters will be mailed each month for which you do not have a paycheck sufficient to support your benefits premium deduction.

How Much Will I Have to Pay?

While you remain eligible for District benefits, you will remain responsible to pay the premium share that would normally be deducted from your monthly paycheck.

How Can I Continue My Benefits After They Would End?

After you lose eligibility and your benefits, end, you will receive a Continuation Coverage offer letter from the Health Care Authority. This will allow you to sign up for up to 29 months of continuation coverage while you are on leave. If you terminate employment, you may sign up for 18 months of continuation coverage through COBRA. When you enroll, you must pay the full premium, retroactive to the date coverage was ended. Premiums for continuation coverage will be provided in your offer letter and are posted on the Health Care Authority’s website.

How Much Does Continuation Coverage Cost?

Continuation coverage premiums are 102% of the total monthly insurance premium as set by the insurance carriers. Enrollment and premium information for Continuation Coverage is available on the Health Care Authority’s website.

What Should I Do When I Return from Leave?

If you did not have a lapse of benefits during your leave, you will not need to do anything about your benefits when you return. However, if your benefits have ended, or if you have enrolled on Continuation Coverage, you must complete new enrollment in SEBB MyAccount within 31 days of your return to work. If you do not re-enroll within the required timeframe, you will be automatically enrolled on the default plans with default premiums and premium surcharges.

More Questions?

This is just a brief discussion of how the cost of benefits is paid during a leave of absence and applies only to the practices in effect on the date of publication (March 2021). Full information is available from your Leave Administrator or by calling the Benefits Helpline at 206-957-7066.

• Compensation & Benefits
• How to access SEBB MyAccount (login required)

Applying for Long Term Disability (LTD) Insurance Benefits

Seattle Public Schools provides benefits-eligible employees with Long Term Disability (LTD) insurance. This type of insurance provides partial salary replacement for employees with a long-term sickness or injury that prevents them from working for 90 days or longer. Applying for disability benefits can be confusing. Below are answers to some frequently asked questions, along with tips to help you navigate through the claims process.

Do I need to apply for benefits, or do they pay automatically?

You must apply for benefits by completing an LTD claim packet. Benefits cannot begin until your claim is processed and approved.

• Paper form – The LTD claims packet is available on the Standard Insurance Company’s SEBB Website, or by request by calling the Benefits Helpline at 206-957-7066.
• Online form – Claims may also be filed online at standard.com, by clicking the “Access My Account Log in” button. If you don’t have an account, you can create one online.
• File a claim by telephone – call the Standard’s Claim Intake Service Center at 833-229-4177. Service Center representatives are available to assist you Monday through Friday, from 5 a.m. – 5 p.m., Pacific Standard Time.

When should I apply for LTD?

Once your completed claims packet has been submitted, it usually takes a minimum of 3-4 weeks for Standard assign a claims manager, evaluate your information and determine whether you will be eligible for benefits. We encourage employees who are reasonably certain their disability will last for more than 90 days to apply for benefits right away. If your claim is approved, benefits payments can start after 90 calendar days of disability, or whenever your paid sick time is exhausted, whichever comes later.

How do I complete submit the claim?

The three parts of the claim application that require your attention include the Employee Statement, the Physician Statement and the Authorization for Release of Information. This authorization allows your doctor and SPS to provide necessary information to Standard Insurance. When you file your claim, you must notify the District’s benefits administrator Sprague Israel Giles, Inc. (SIG) by contacting benefits@3588612.com or calling the Benefits Helpline at 206-957-7066.

Your notification to SIG will prompt this office to submit the required Employer Statement and other necessary records to Standard Insurance for processing. For the most efficient processing, please return all your completed and signed forms to benefits@3588612.com, or mail to: SIG, 1501 4th Ave, Suite 730, Seattle, WA 98101.

What role does my physician have?

Your physician will need to complete the physician statement and possibly provide more information to Standard about your status. One of the most common reasons for delays in claims processing is due to untimely responses from physicians’ offices. You may want to keep in close contact with your doctor’s office to help ensure that any claims questions are answered right away. Your physician may receive requests for additional information both for the initial claims review, and at later dates even after your claim has been approved.

Assuming my claim is approved, what will my benefit be?

Benefits payments are dependent upon your plan enrollment. Employees are automatically enrolled for a benefit of 60% of pre-disability income to a maximum of $10,000 per month. Premium for this plan comes out of your paycheck. However, you may have opted to reduce your benefit to 50% of pre-disability income with a $8,333 maximum for a smaller paycheck deduction. Some employees have elected to reduce their LTD benefit to the most basic benefit of $400 per month. There is no payroll deduction for this basic benefit.

What could reduce my benefit from Standard?

Standard Insurance will reduce your monthly benefit if you are also receiving income from certain other sources including income from sick pay, workers compensation, PFML, another job or employer, and social security disability. It is very important that you inform Standard about all of your income! If you do not do this, they might overpay you, and then you will be responsible to repay the overpaid amount back to Standard.

What types of disabilities does the policy cover?

Standard will approve your initial claim if they determine that you are “disabled from your own occupation.” If you enrolled after your initial eligibility period and later than January 1, 2021, the policy has certain exclusions for pre-existing conditions. In addition, there are limited benefits for disabilities related to chemical dependency and mental health. If your disability is covered by Workers’ Compensation insurance, Standard will reduce your benefits accordingly.

The contract has important details regarding benefits and limitations that are available for review on the Health Care Authority’s website.

What does a claims manager do?

The Claims Manager is your contact at Standard. Your claims manager is assigned to your claim and will facilitate the processing of your claim by reviewing the information and requesting more information if needed. If you have questions or concerns about payments or need information, please call your claims manager. During the course of your claim, you may be asked to provide additional information. It is important to be responsive to any requests for information to expediate claims payments, continue claims payments once begun, and avoid accidental overpayment of claims.

What if I go back to work part-time?

If you return to work part-time, report your earnings to your claims manager at Standard. During the first 12 months of your claim there is a Return-to-Work Incentive that allows you to work part time while you are still disabled and earn up to 100% of your pre-disability income. This Incentive means that Standard will not reduce your benefits as long as the combination of your earnings from work and benefits from Standard do not exceed 100% of your pre-disability base salary.

What if I go back to work full-time?

If you return to work full-time, report your earnings to Standard. Standard will determine whether you still qualify for disability benefits. It is important to be timely in your reporting of work earnings to Standard so that you avoid any accidental claims overpayments. If your claim is overpaid, you must repay it to Standard.

What if I become disabled again from the same condition?

If you become disabled again from the same condition within 180 days of the closing of your first claim, you will need to complete the claim packet again. Standard will require new will need new medical documentation, your original claim will generally be re-opened, and you will not have a new 90-day waiting period.

If you become disabled again more than 180 days after your original claim was closed, then you will need to re-start the claim process with a new 90-day waiting period.

What are my responsibilities?

• Complete the claim packet (Employee Statement, Physician Statement and Authorization for Release of Information)
• Turn it in to SIG, or notify SIG of your claims submission
• Report all work and other income to Standard
• Take care of yourself, and work on getting healthy!

More Questions?

This is just a brief overview of the Long Term Disability benefits. Contact your claims manager at Standard at 1-800-348-3226 or call the Benefits Helpline at 206-957-7066 if you have any questions or concerns.

• Compensation & Benefits
• How to access SEBB MyAccount (login required)

Having a baby or adopting a child? Please review the frequently asked questions below regarding Leaves and Benefits.

There are many types of employment leave, but the most common leaves are related to Maternity or Parental leave. If you are expecting a child, it is important to understand how your leave of absence will affect your benefits.

What Happens to My Benefits While I am on Leave?

If, at the time your leave begins, you have already worked 630 hours in the current school year (which runs from September 1 through August 31 each year), you will remain eligible for benefits through August 31. While you are on an approved leave of absence, you will continue to be responsible for paying your share of the monthly insurance premium.

If you have not yet worked 630 hours in the school year, there are certain other circumstances that may cause your benefits to continue. Your district-paid employee benefits will continue as long as you are in a paid status, as long as your leave is covered under the Family Medical Leave Act (FMLA), or if your FMLA leave extends into Washington Paid Family Medical Leave (PFML).

What is FMLA (Family Medical Leave Act)?

FMLA provides up to 12 weeks each year of job-protected leave to employees who need to care for themselves or certain family members in the event of birth, adoption, or a serious health condition. Employees are eligible for FMLA leave if they have been employed by SPS for at least one year and have worked 1,250 hours or more in the most recent 12 months.

FMLA leave can be paid leave or unpaid leave. In either case, benefits will remain in place for the duration of the FMLA leave – usually a maximum of 12 weeks. You will still be responsible to pay your portion of the monthly premium. If your leave is paid, your premium share will be deducted from your paycheck. However, if your leave is unpaid or you do not have sufficient pay from which to deduct your premium share, you will need to pay your monthly premium by writing a check to Seattle Public Schools. You will receive a letter with payment instructions. If you add your new baby to your health insurance coverage, your premium share may increase, so you will have to pay the premium for your new baby in addition to the premium share you paid before you went on leave.

What is PFML (Washington Paid Family Medical Leave)?

The Washington Paid Family Medical Leave (PFML) program is an insurance program administered by the Employment Security Department (ESD). Employees are covered by the program if they worked at least 820 hours in Washington (for any Washington employer) in four of the past five quarters. PFML entitles eligible employees to up to 12 weeks of paid leave for their own serious health condition, or up to 16 weeks for a combination of family and medical leave. Up to 2 additional weeks of leave are available for certain pregnancy complications.

To receive benefits, employees must both notify the District of the leave, and file a claim with the ESD. If ESD approves the claim, ESD pays benefits for the duration of the leave of absence directly to the employee. The amount an employee receives is a percentage of the employee’s weekly wages, up to $1,200 per week. PFML leave is job-protected, and if your PFML leave overlaps an approved FMLA leave, your benefits are also continued.

What if I Don’t Qualify for FMLA or PFML?

If your approved leave does not qualify for FMLA or PFML you may use any paid leave you have accumulated. When your paid leave ends, if you have not yet reached 630 hours in the current school year, your benefits will end on the last day of the month in which your pay ends.

When Do My Benefits End?

If you have not reached 630 hours in the school year, you will lose eligibility and benefits will end on the last day of the month in which your paid leave ends, your FMLA ends, or your WA Paid FML ends (whichever occurs later). If your last paycheck is not sufficient to cover your share of the premium, you will need to pay your share by writing a check to Seattle Public Schools.

How Can I Continue My Benefits After They Would End?

After you lose eligibility and your benefits, end, you will receive a Continuation Coverage offer letter from the Health Care Authority. This will allow you to sign up for up to 29 months of continuation coverage while you are on leave. If you terminate employment you may sign up for 18 months of continuation coverage through COBRA. When you enroll, you must pay the full premium, retroactive to the date coverage was ended. Premiums for continuation coverage will be provided in your offer letter and are posted on the Health Care Authority’s website.

What if I Need More Time with My Baby?

Certain bargaining agreements allow for Child Care Leave. This provides time during the 12 months following birth (or placement by adoption) to care for your new child. Child Care Leave itself is always an Unpaid Leave but if you also qualify for FMLA, benefits would continue for up to 12 weeks. See “When Do My Benefits End?” for information.

Are There Any Other Types of Leave Related to Children?

The Washington State Family Care Act (FCA) allows employees to use available paid leave to care for a sick child with a routine illness; a spouse, parent, parent-in-law or grandparent with a serious or emergency health condition; and an adult child with a disability. Benefits would continue during this type of leave.

How Do I Enroll My New Baby on My Insurance Plans?

If you wish to enroll your new baby on your medical, dental and vision plans, you must make a Special Open Enrollment request through the SEBB MyAccount enrollment portal within 60 days of your baby’s birth.

You add your baby as a dependent on your account to enroll them on your current coverage. You do not need to wait for your baby’s social security number to take these actions. Coverage is retroactive to the date of birth. You will be responsible for paying any additional premium to cover your new baby.

What Should I Do When I Return From Leave?

If you did not have a lapse of benefits during your leave, you will not need to do anything about your benefits when you return. However, if your benefits have ended, or if you have enrolled on Continuation Coverage, you must complete new enrollment in SEBB MyAccount within 31 days of your return to work. If you do not re-enroll within the required timeframe, you will be automatically enrolled on the default plans with default premiums and premium surcharges.

Where Do I Make Plan Choices?

You can verify your plan enrollment and make Special Open Enrollment requests by logging into SEBB MyAccount.

More Questions?

This is just a brief discussion of how a leave of absence can affect your benefits and applies only to the rules and practices in effect on the date of publication. Full information is available from your Leave Administrator or by calling the Benefits Helpline at 206-957-7066.

• Compensation & Benefits
• How to access SEBB MyAccount (login required)

What you need to know about your benefits when employment ends

There are many things to consider when your employment ends and it is important to understand how your benefits will be affected.

If I Leave Employment, When Would My Benefits End?

Generally, when your employment ends, your benefits will end on the last day of the same month; If you are a school-year employee and finish your assignment, benefits generally will end August 31. If you are retiring, your benefits will end on the last day of the month which you retire.

May I Keep My Current Health Benefits After My Employment Ends?

Yes. You may maintain your current health plans by enrolling in COBRA coverage. COBRA gives you and your covered family members the opportunity to continue, at your own expense; medical, dental, vision and flexible spending account enrollment for a period of time. When your benefits end, a detailed COBRA Election Notice will be mailed by the Health Care Authority to the address that is in the SEBB MyAccount system. Read the notice carefully to learn about your COBRA rights and obligations.

What Steps Do I Take to Enroll in COBRA Coverage?

The COBRA enrollment form will be enclosed with your COBRA Election Notice, and enrollment steps will be detailed in your COBRA Election Notice. You and your covered family members will have 60 days to decide whether to continue coverage and 45 additional days to make your first premium payment. You and your family members can make independent choices about what coverage to continue, if any.

How Much Will I Have to Pay?

The monthly COBRA premium is 102% of the total monthly insurance premium as set by the insurance carriers. Enrollment and premium information for COBRA coverage

How Long Can I Stay on COBRA Coverage?

Most former employees are allowed to stay on COBRA for up to 18 months, as long as you pay the premium on time. Certain circumstances may cause an individual to be eligible to continue COBRA coverage for longer.

What Should I Do If I am Rehired by SPS?

If you are rehired in a benefit eligible position, you must complete new enrollment in SEBB MyAccount within 31 days of your eligibility date. If you do not re-enroll within the required timeframe, you will be automatically enrolled on the default plans with default premiums and premium surcharges.

What If I Still Have Questions?

If you have questions about COBRA coverage or would like information on other ways to obtain health insurance coverage, please call the Benefits Helpline at 206-957-7066.

• Helpful information, including premium costs, and blank enrollment forms.
• Compensation & Benefits
• How to access SEBB MyAccount (login required)