HR Announcements
Employee Assistance Program Resources November/December
Burnout: Upcoming webinars for employees and leaders
Hello everyone - Due to high demand, there are additional dates for the live webinars on burnout – Burnout: Breaking the Cycle and Burnout for Leaders: Supporting Staff and Yourself.
For webinar descriptions, dates and times, and registration links, please see the Washington State EAP bulletin. It also includes the dates and times when sign language interpreters will be present. If your browser does not open, please use the direct link - Burnout: Upcoming webinars for employees and leaders (govdelivery.com).
Posted: 11/18/2022
Open Enrollment: CDHP with an HSA
Consumer-directed health plans with health savings accounts
A consumer-directed health plan (CDHP) is a high-deductible health plan with a health savings account (HSA). CDHPs offer lower monthly premiums, a higher annual deductible, and a higher annual out-of-pocket limit than most medical plans. Kaiser Permanente Washington and Uniform Medical Plan (UMP) offer CDHPs.
The HSA is a tax-exempt account anyone can deposit funds into on your behalf. you can use your HSA to pay for IRS qualified out-of-pocket expenses (like deductible, copays, and coinsurance), including some expenses and services that your health plan may not cover.
Posted: 11/17/2022
Generally, CDHPs work well for people who:
- Can meet the eligibility requirements.
- Prefer a lower monthly premium.
- Want to save on taxes by contributing to an HSA through pre-tax payroll deductions.
- Are willing to check which services and supplies are qualified HSA expenses.
- Can keep track of HSA expenses in case of an IRS audit.
CDHPs can encourage you to make informed decisions about your health care and spend HSA funds wisely. Those who enroll in a CDHP should prepare to invest time and energy in seeking qualified HSA expenses from network providers.
Eligibility
You must meet certain eligibility requirements to enroll in a CDHP with an HSA. If you are not eligible for the HSA and enroll, you may be liable for tax penalties.
To be eligible to enroll in a CDHP, you cannot be enrolled in:
- Medicare Part A or Part B
- Medicaid
- Another comprehensive medical plan
- VEBA, unless you convert it to a limited-purpose HRA coverage
- TRICARE
- Medical flexible spending arrangement (FSA) or Health Reimbursement Arrangement (HRA) Note: You may enroll in a Limited Purpose FSA
Other exclusions apply. Check the IRS Publication 969 – Health Savings Accounts and Other Tax-Favored Health Plans at irs.gov, contact your tax advisor, or call HealthEquity (the HSA administrator) toll-free at 1-877-873-8823 for Kaiser Permanente members and 1-844-351-6853 for UMP members to verify whether you qualify. See the Complete HSA Guidebook for full details
Contributions
When you enroll in a CDHP with an HSA, your employer will contribute $700.08 per year ($58.34 per month) for enrollment as a single subscriber or $1,400.04 per year ($116.67 per month) for enrollment for you and at least one other family member. You can choose to contribute to your HSA as well.
The maximum HSA contribution from all sources for a single subscriber for 2023 is $3,850 and $7,750 for a family. Employees ages 55 and up can contribute up to $1,000 more per year.
Learn more on the PEBB Program’s Health plans with HSAs webpage.
Open Enrollment: Dual Enrollment
Dual enrollment within the Public Employees Benefits Board (PEBB) Program and between the PEBB and School Employees Benefits Board (SEBB) Programs is prohibited.
If you waive PEBB medical and/or dental and then lose eligibility under the account you are enrolled in, you must notify your employing agency no later than 60 days from the date benefits end. To avoid a gap in coverage, submit the enrollment/change form prior to the benefits end date.
Posted 11/15/2022
Dual enrollment within the PEBB Program
- You may waive PEBB medical to enroll as a dependent under the PEBB medical plan of your spouse, state-registered domestic partner (SRDP), or parent.
- You must enroll in your own dental plan.
- A child eligible for PEBB medical and dental under you and your spouse or SRDP may be enrolled under both accounts, but the child is limited to one medical plan enrollment and one dental plan enrollment.
- If you are eligible under two PEBB employers, you may choose which employer to enroll under. Note: Faculty who stack to establish or maintain eligibility for the employer contribution will be enrolled under the employer responsible for paying the employer contribution.
Dual enrollment between PEBB and SEBB Programs
- You may waive PEBB medical and dental to enroll in SEBB medical, dental, and vision.
- If you waive PEBB medical and dental to enroll in SEBB medical, dental, and vision plans, you will be enrolled in PEBB employer-paid long-term disability (LTD), employee-paid LTD with the option to reduce or decline the benefit, and basic life insurance.
Open Enrollment: FSA/DCAP
Medical Flexible Spending Arrangement (FSA), Limited Purpose FSA, and Dependent Care Assistance Program (DCAP)
FSAs allow you to set aside pretax money from your paycheck to pay for out-of-pocket health care costs. DCAP allows you to also set aside pretax money from your paycheck to pay for qualifying childcare or elder care expenses. If you want to participate in the Medical FSA, Limited Purpose FSA, or DCAP for 2023, you must enroll during annual open enrollment even if you are not changing your contribution amounts. Navia Benefit Solutions must receive your enrollment no later than November 30, 2022.
Click below for more info or visit the PEBB Program’s FSA webpage.
Posted: 11/14/2022
The minimum contribution amount for the Medical FSA and Limited Purpose FSA in 2023 is $120 and the maximum is $2,850. The maximum annual amount for DCAP in 2023 is $5,000 per household ($2,500 each if you and your spouse file separate tax returns).
You may enroll one of two ways:
- Log in and enroll on Navia’s website at naviabenefits.com. (There are new login requirements; see below.)
- Complete the Navia 2023 Annual Open Enrollment form available on Navia’s website. 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 30, 2022.
You cannot have both a Medical FSA and a consumer-directed health plan (CDHP) with a health savings account (HSA) in the same year. If you enroll in both a Medical FSA and a CDHP, you will be automatically disenrolled from the Medical FSA.
However, if you have a CDHP with an HSA, you can enroll in a Limited Purpose FSA for eligible dental and vision expenses.
New login process for Navia Benefit Solutions
In October 2022, the login for the Navia Benefit Solution’s online enrollment and participant portal changed to require a Secure Access Washington (SAW) login. You can use an existing SAW login, or if you do not have one, you will be prompted to create one.
FSA funds may carryover
If you are enrolled in a Medical FSA or a Limited Purpose FSA for 2022, unused funds up to $570 may carry over to 2023. If you don’t enroll in an FSA for 2023, any amount over $570 or under $120 will be forfeited to the Health Care Authority after December 31, 2022.
To carry over your unused funds up to $570, you must either enroll in the Medical FSA or Limited Purpose FSA for 2023 or have at least $120 left in your 2022 balance.
Deadlines for claims
All 2022 Medical FSA and Limited Purpose FSA expenses must be incurred by December 31, 2022. You must submit all 2022 claims to Navia Benefit Solutions for reimbursement by March 31, 2023.
DCAP enrollees have until December 31, 2022 to incur expenses and submit claims against their 2021 or 2022 DCAP funds. (This extra 12 months for 2021 enrollees is a one-time leniency because of the COVID-19 pandemic.)
$250 Medical FSA contribution
Are you a represented employee whose rate of pay on November 1, 2022 is $50,004 a year or less? If so, you may be eligible to receive a $250 Medical FSA contribution from your employer in January 2023. This is part of your collective bargaining agreement. It will not come out of your paycheck. No action is required on your part.
If you have at least $120 left in your Medical FSA from 2022, the leftover amount (up to $570) will carry over to a Medical FSA for 2023. If you enroll in a consumer-directed health plan for 2023 and still have at least $120 in your Medical FSA from the previous year, the leftover amount will be converted to a Limited Purpose FSA.
Find out more on the PEBB Program’s FSA webpage.
Employee Assistance Program (EAP) November Resources
Hello everyone – November brings with it shorter, darker days as we approach winter and the upcoming holiday season. To support your well-being at home and at work, our EAP is offering the following resources this month:
- EAP webinars: In November, EAP is offering two webinars about burnout:
- Breaking the Burnout Cycle (to support employees)
- Burnout for Leaders: Supporting Staff and Yourself (to support anyone in a leadership role)
In addition, you can learn about all that EAP offers through a 30 minute EAP Orientation webinar: attend a monthly live webinar or watch on-demand.
Posted: 11/9/22
- With the holidays approaching, the November/December Employee Newsletter shares information about financial stress – the worry, anxiety, or fear caused by money problems -- and some steps you can take to reduce financial stress.
- Veterans Day is coming up on November 11th, and the Supervisor Newsletter recognizes the many valuable skills and traits that veterans bring to the workplace and shares two key ways that supervisors and their teams can be supportive and inclusive.
- In November, the EAP Work/Life site features tools and resources to help us better understand and navigate the challenges of both working *and* caregiving. This month’s on-demand seminar, “The Sandwich Generation at Work”, is available beginning Tuesday, November 22nd. Access the Work/Life site by logging in with your Organization Code, WWU.
And if you’re struggling, or looking for useful resources, please know that our EAP is here to help: don’t hesitate to reach out at 1-877-313-4455 or online.
Open Enrollment: Attesting to the Spouse or SRDP Premium Surcharge
If you are not covering a spouse or state-registered domestic partner (SRDP) under your PEBB medical coverage for 2023, the information below does not apply.
In late October, the PEBB Program mailed letters to employees who are required to attest to the spouse or SRDP coverage premium surcharge for 2023 during annual open enrollment (November 1 through 30). However, the letter was incorrectly mailed to subscribers’ spouses or SRDPs. These letters should have been mailed to subscribers. The PEBB Program expects to remail letters to affected subscribers around November 4.
Posted 11/8/2022
You can also check whether you need to attest in [PEBB My Account.
If you will cover a spouse or SRDP on your medical plan in 2023, you may be required to attest if:
- You currently pay the $50 monthly spouse or SRDP coverage premium surcharge, or
- Your spouse or SRDP is enrolled under your PEBB coverage instead of their employer-based group medical, but you did not have to pay the surcharge in 2022 because either:
- The Spousal Plan Calculator indicated your spouse or SRDP’s coverage was not comparable to the UMP Classic medical plan, or
- The medical premium for your spouse or SDRP’s employer-based medical coverage was $114.01 or more.
To confirm if you need to attest, log into PEBB My Account.
How to attest
If you are required to attest, log into PEBB My Account and select Attestations or use the 2023 PEBB Premium Surcharge Attestation Change Form. Answer ‘Yes’ or ‘No’ to questions 2 through 6.
If your spouse or SRDP has other employer-based group medical coverage available, you may need to gather information about their available medical plans to complete the 2023 Spousal Plan Calculator.
You must attest by November 30, 2022. If you do not, or if your attestation results in incurring the premium surcharge, you will be charged the $50 premium surcharge in addition to your monthly medical premiums beginning January 1, 2023. The surcharge will remain in effect for the rest of 2023 unless you have a qualifying event that allows you to change the attestation.
Learn more about the surcharge on the PEBB Program’s Spousal coverage surcharge webpage.
Interim Anti-Hazing Policy - Mandatory Reporting Requirements for Employees
Western Washington University upholds certain basic values, including a commitment to student success, equity, justice and respect for the rights and dignity of others. As such, Western strictly prohibits hazing. This fall, with the guidance of a new Washington state law, we are writing to share important information about new mandatory reporting requirements for higher education employees.
Posted: 11/8/2022
How was the current state hazing law revised?
Following the death of a Washington State University student, Washington state revised its anti-hazing law to expand the scope and definition of hazing and obligations for institutions of higher education. The revised definition of hazing and additional requirements for the University are outlined in the Interim Preventing and Responding to Incidents of Hazing Policy.
How does this apply to WWU if there is no Greek system or football team?
It is a myth that hazing only occurs in Greek systems or football teams. Hazing incidents have been documented in a variety of athletic teams, marching bands, performing arts, honor societies, religious groups, and other types of clubs and/or organizations.
What is required of employees?
- Report suspected hazing incidents to the Office of Student Life. Reporting details are provided in the policy.
- Complete a brief 15 min hazing awareness training which will cover what constitutes hazing and how to report. Information about this and other required trainings is available on CRTC’s website.
Why is this required?
The new law strives to change campus culture by increasing awareness of what constitutes hazing and creating stronger communication lines between students and employees about hazing.
- Across many surveys, students report a lack of reporting due to a code of silence.
- As noted by www.insidehazing.com an Alfred University Study reported “36% say they would not report hazing primarily because ‘there's no one to tell.’”
Questions or comments?
Send questions or comments to compliance.matters@wwu.edu.
PEBB Medical and Dental Plan Changes for 2023
All changes are effective January 1, 2023, unless otherwise noted.
- A summary of the changes to all medical plans, Kaiser Permanente NW, Kaiser Permanente WA, and Uniform Medical Plan.
- A summary of the changes to DeltaCare.
You can also view rule changes and other changes for 2023 from the PEBB Program’s open enrollment webpage and in your October For Your Benefit newsletter.
Posted 11/4/2022
Don’t confuse these dental plans
The PEBB Program offers two dental plans administered by Delta Dental that are often confused. Sometimes members intend to enroll in Uniform Dental Plan (UDP) but accidentally enroll in DeltaCare, or vice versa. During open enrollment, be careful to choose the dental plan you want.
- DeltaCare (Group 3100) is a managed-care plan with a narrow network. You must choose a primary care dentist within the network or you will be assigned a primary care dentist. Your primary care dentist must give you a referral to see a specialist. This plan will not pay claims if you see a provider outside of the network.
- Uniform Dental Plan (Group 3000) is a preferred-provider plan. You may choose and change any dental provider at any time, but you will usually have lower out-of-pocket costs if you see in-network providers.
Compare your dental plan options on the PEBB Program’s Dental plans & benefits webpage. Before you enroll in a dental plan, check with the plan (DeltaCare or UDP, not the provider) to see if your provider is in the plan’s network and confirm the group number. You can call the dental plan’s customer service or use the plan’s online directory.
Open Enrollment Resources
You can learn more about your health plans and other insurance options during the PEBB Program’s annual open enrollment (November 1 through 30) in person or online.
- In-person benefits fairs – During open enrollment there will be in-person benefits fairs at different locations throughout the state. This is a great opportunity to speak to plan representatives in person. Information is available on the PEBB Benefits Fair website.
Before you go, check the webpage for any changes to event times, locations, or safety requirements. If you have had COVID-19 symptoms or a positive COVID test within the past five days, please help keep others stay healthy by staying home and visiting the virtual benefits fair instead.
Posted 11/2/2022
- Virtual benefits fair – This is a great way to learn about your benefits anytime, day or night, without leaving your home. All you need is a computer, tablet, or smartphone to access the virtual benefits fairs You’ll find links to videos, plan comparisons, and webinars to help choose the right benefits for you and your family.
- Webinars – Register and attend live and recorded webinars hosted by our medical and dental plan carriers on the PEBB Open enrollment webinars
- Web content – The PEBB Open Enrollment webpage is your one-stop shop for open enrollment information. From this page, you can compare plan benefits and costs, find out what’s changing for 2023, and access PEBB My Account to make plan changes or attest to the spouse or state-registered domestic partner coverage premium surcharge.
- For Your Benefit newsletter – The newsletter includes information about benefit changes for 2023, changes you can make during annual open enrollment, how to make changes, and more. Read the full issue of the For Your Benefit newsletter.
If you have questions about your enrollment or PEBB account, please contact hr.benefits@wwu.edu or 360-650-6841.
Flu Shot Clinic
HR is holding their annual Flu Shot Clinic on October 20 and 24, from 8:30am-5:00pm in Viking Union 565. Pharmacists will be onsite from Fred Meyer and will be able to bill your insurance. Please note, Fred Meyer pharmacy is not in network for Kaiser Permanente. If you have Kaiser, please visit a provider or pharmacy in your network for your flu shot. This clinic is a part of the Western's Wise & Well U program brought to you from HR's Benefits Department.
Posted: 10/13/2022
Providing References for WWU Employees
If you are not covering a spouse or state-registered domestic partner (SRDP) under your PEBB medical coverage for 2023, the information below does not apply.
In late October, the PEBB Program mailed letters to employees who are required to attest to the spouse or SRDP coverage premium surcharge for 2023 during annual open enrollment (November 1 through 30). However, the letter was incorrectly mailed to subscribers’ spouses or SRDPs. These letters should have been mailed to subscribers. The PEBB Program expects to remail letters to affected subscribers around November 4.
You can also check whether you need to attest in [PEBB My Account.
Posted: 9/27/2022
If you will cover a spouse or SRDP on your medical plan in 2023, you may be required to attest if:
- You currently pay the $50 monthly spouse or SRDP coverage premium surcharge, or
- Your spouse or SRDP is enrolled under your PEBB coverage instead of their employer-based group medical, but you did not have to pay the surcharge in 2022 because either:
- The Spousal Plan Calculator indicated your spouse or SRDP’s coverage was not comparable to the UMP Classic medical plan, or
- The medical premium for your spouse or SDRP’s employer-based medical coverage was $114.01 or more.
To confirm if you need to attest, log into PEBB My Account.
How to attest
If you are required to attest, log into PEBB My Account and select Attestations or use the 2023 PEBB Premium Surcharge Attestation Change Form. Answer ‘Yes’ or ‘No’ to questions 2 through 6.
If your spouse or SRDP has other employer-based group medical coverage available, you may need to gather information about their available medical plans to complete the 2023 Spousal Plan Calculator.
You must attest by November 30, 2022. If you do not, or if your attestation results in incurring the premium surcharge, you will be charged the $50 premium surcharge in addition to your monthly medical premiums beginning January 1, 2023. The surcharge will remain in effect for the rest of 2023 unless you have a qualifying event that allows you to change the attestation.
Learn more about the surcharge on the PEBB Program’s Spousal coverage surcharge webpage.
Social Security Workshop
The Social Security Administration hosted a workshop, Social Security 101: Everything You Wanted to Know, for Western employees on May 18, 2022. As promised, here is the Social Security Administration's Retirement Benefits Overview. Thank you to everyone who attended the workshop and made it a great success.
Learn how to contact Social Security directly.
Posted: 6/1/2022