The VEBA is a great benefit.  The employer deposits funds into a VEBA account, which is a tax-exempt, irrevocable trust arrangement.  It's paired with a Health Reimbursement Acccount (HRA) which allows employees to use VEBA funds for current or future out-of-pocket health-related expenses.  The HRA-VEBA doesn't replace group health insurance coverage; it works with the plan to provide additional coverage options.

For those employees eligible to participate in a Health Reimbursement Account - Voluntary Employee Benefits Association (HRA-VEBA) program, provided through BPAS, please see the links below for further information.

Enrollment Guide

About Your VEBA HRA Plan

VEBA/HRA Portal Tip: Submitting a Claim

BPASClaims Mobile App

Your VEBA HRA Investment Options

 For additional questions, please contact Human Resources. 

Depending upon the terms of employment within the City, differing benefits will be available to the employee.  For example, an elected City Council member will have different benefits available to them than a teamsters union member.  Below are descriptions of the benefits.  (visit the Employee Benefit Summaries section for more details regarding benefits for the different groups: City Council, Non Represented Employees, Police (commissioned), Law Support (non-commissioned), WSCCCE & Teamsters Unions)

City Employee Benefits

• Medical, dental, vision, life, accident, survivor and long-term disability insurance plans.
• Paid vacation and sick leave, provided on an accrual basis.
• Paid holidays
• Five retirement savings programs available:
  • Mandatory participation in the State of Washington Department of Retirement System (PERS or LEOFF).
  • MEBT retirement savings plan with a city-matched contribution in lieu of Social Security participation.
  • Three optional 457 deferred compensation plans allowing tax-deferred savings into prominent mutual fund investment options.
• Tuition reimbursement program.
• Medical, Dependent Care and transit flexible spending account programs.
• Opportunities for flexible work schedules.
• Smoke-free, drug-free workplace.
• Ride Share Program.

Depending upon the terms of employment within the City, differing benefits will be available to the employee.  For example, an elected City Council Member will have different benefits available to them than a teamsters union member.  Below are two-page summaries of the differing groups; click on the link to view a summary of the benefits.

2018 Summary of Benefits are avilable below. Please note that the benefits listed are for Regular, full-time Employees (40 hours). Regular, part-time employees who work at least 20 hours per week may be eligible for pro-rated benefits. Please see the union contracts, personnel policies or contact HR for more information.

2018 Employee Benefit Summaries

• City Council
• Law Support
  
• Non Represented 
• Police
• WSCCCE *
• Teamsters 

*currently in negotiations. 

Group Life & Accident Insurance

• Active Directors or Managers
  • Life Insurance Policy (pdf)
  • Accident Insurance Policy (pdf)
    
    

• Active Non-Represented Employees
  • Life Insurance Policy (pdf)
  • Accident Insurance Policy (pdf)
    
    

• Active Represented Employees and Council Members
  • Life Insurance Policy (pdf)
  • Accident Insurance Policy (pdf)
    
    

*No employee will be covered more than once under each available policy even though they may qualify for more than one coverage class. Life and Accident insurance is underwritten by CIGNA.

Please contact City of Edmonds HR Department for further details or questions in regards to available coverage and employee classes.

from City of Edmonds Personnel Policies

8.3     SICK LEAVE   All full-time regular employees, except LEOFF I employees, accrue sick leave benefits at the rate of eight (8) hours for each calendar month of continuous employment, unless otherwise specified in their labor agreement. Regular part-time employees may accrue sick leave benefits on a pro-rata basis according to hours worked. Hourly employees do not earn sick leave benefits. The maximum accrual, unless otherwise specified in a labor agreement, is 1000 hours. Non Represented employees may annually convert accrued sick leave in excess of 800 hours to a cash payment at the rate of three hours of sick leave to one hour of compensation at the employee’s current rate of pay, up to a maximum of $1000 per year.

Employees do not accrue sick leave benefits during a leave without pay. Sick leave cannot be advanced; only accrued sick leave can be used.

Allowable uses of sick leave cover those situations in which an employee is absent from work (including reasons as defined under state and federally approved leaves) due to:

• Employee's own health condition (illness, injury, physical or mental disability, including disability due to pregnancy or childbirth);
• The need to care for an ill family member in accordance with the Family Care policy below.
• Medical or dental appointments for the employee or dependent child, provided that the employee must make a reasonable effort to schedule such appointments at times which have the least interference with the work day;
• Exposure to a contagious disease where on-the-job presence of the employee would jeopardize the health of others;
• Use of a prescription drug, which impairs job performance or safety;
• Additional leave (maximum 3 days) beyond bereavement leave for a death in the immediate family to be authorized by the Department Head.

A doctor's certificate may be required when an employee is absent for a period in excess of three (3) days, or at any other occasion the Department Director deems appropriate. The City may require a physician’s certification of the existence of a serious health condition or emergency condition affecting the employee or immediate family member in accordance with state and federal law. The City may also request the opinion of a second doctor at the City's expense to determine whether the employee suffers from a serious health care condition which impairs his/her ability to perform the essential functions of his or her job or return to work after an absence of two (2) weeks. Employees who are habitually absent due to illness or disability may be terminated if their disability cannot be reasonably accommodated and/or when the employee's absenteeism prevents the orderly and efficient provision of services to the citizens of the City. Employees who use all their accumulated sick leave and require more time off work due to illness or injury may, with their department head's prior approval, request a leave without pay. (See Leave Without Pay Policy.) Employees will be paid for any unused sick leave upon leaving City service in accordance with City Ordinance or the applicable collective bargaining agreement.

Eligible employees participate in the state retirement system through the Washington State Department of Retirement Systems (DRS).

PERS 2 plan information is available here:

http://www.drs.wa.gov/member/handbooks/pers/plan-2/pers2hbk.pdf

PERS 3 plan information is available here:

http://www.drs.wa.gov/member/handbooks/pers/plan-3/pers3hbk.pdf

LEOFF 2 Plan information is available here:

http://www.drs.wa.gov/member/handbooks/leoff/plan-2/default.htm

PERS employee contribution rates are available here:

http://www.drs.wa.gov/Default.aspx?PageID=15495940&A=SearchResult&SearchID=3833647&ObjectID=15495940&ObjectType=1

LEOFF 2 Plan contribution rates are available here:

http://www.drs.wa.gov/Default.aspx?PageID=15495940&A=SearchResult&SearchID=3833652&ObjectID=15495940&ObjectType=1

For questions, please contact DRS directly at:

1-800-547-6657

http://www.drs.wa.gov/administration/contact.htm

Washington State Deferred Compensation Program
Contact: Eric Mathieu, Account Rep. eric.matheiu@empower-retirement.com
1-844-446-8658 x20401

Nationwide Retirement Solutions 
Contact Mike Ferguson, fergusm9@nationwide.com 877-677-3678

ICMA
Contact: David Goren, DGoren@icmarc.org 877-651-7263

Or 800-326-7272 (ICMA customer service)

All regular and part-time Non-Represented, WSCCCE and Teamsters employees are eligible to participate in the Flexible Spending Arrangement program offered through Navial Benefits Solutions.

Participant log-in or registration

Health Care Flexible Spending Arrangement
The Health Care Flexible Spending Arrangement (FSA) enables employees to set aside pre-tax dollars out of their paycheck to pay for eligible health care expenses. 

Day Care Flexible Spending Arrangement
The Day Care Flexible Spending Arrangement (FSA) allows employees to pay for work related day care costs with tax-free dollars.

Premium Conversion
The Premium Conversion benefit allows the employee portion of insurance premiums to be deducted from their pay check pre-tax and then paid to the carriers.

Related Forms:

2018 FSA Enrollment Form
2018 FSA Enrollment Kit 
2018 FSA Claim Form

Flexi-Commuter
The Flexi-Commuter program is a service where you can go online through Navia Benefits' website to order your transit pass or parking benefits and have it delivered straight to your home. If you currently have work related public transportation or parking expenses, this program is for you!

Parking Insert

Transit Insert 

 For additional questions about the FSA program, please contact Navia Benefit Solutions directly at 1-800-669-3539 or questions@naviabenefits.com

AFLAC

Website:  www.aflac.com

City of Edmonds AFLAC provider:

 Deborah Wallace- NW Benefit Advisors

  email:  deb@nwbenefitadvisors.com

  Office:  425-827-8397 or toll free: 

AFLAC: 800-992-3522 (Headquarters)

  Fax:  425-827-8798

Employee Assistance Programs (EAP)

There are two EAP programs available to City of Edmonds employees. Please see the below links for more detailed information.

AWC: EAP Brochure/Information 

CIGNA: EAP Brochure/Information