As you leave your employment with Washington State University, the following are topics you are encouraged to review to ensure you are aware of how your separation from WSU impacts your benefits and retirement program(s). Pullman Human Resource Services - Benefits staff members are available to answer your questions, please contact us at 509-335-4521 or hrs@wsu.edu.
Medical and Dental Coverage - including COBRA information
Your medical and dental coverage ends on the last day of the month in which you are paid for at least 8 hours or more in your regular eligible position*. You may be eligible to continue your medical and/or dental coverage for at least 18 months (up to 29 months under provisions due to a Layoff/Involuntary Separation/Termination). The Washington State Health Care Authority (HCA) in Olympia will mail a Continuation of Coverage packet to your home address. If you lose your benefits due to being laid off, HRS - Pullman will also mail you information regarding your benefit options. You have 60 days from the date your coverage ends to pursue this benefit.
In the event your spouse or registered domestic partner (RDP) works for WSU, they have the option to add you, and any eligible dependents you may have been carrying, on their insurance as a dependent for a lower premium rate than the self-pay/Consolidated Omnibus Budget Reconciliation ACT (COBRA) rates. If you have a parent who works at WSU, and you would be eligible to be covered under their plan as a dependent, they also have the option of adding you to their coverage. The remaining WSU employee has 60 days from the end of your coverage to pursue this option. However, please be aware that your new coverage will not go into effect until the first of the month following the date the enrollment form is received. Therefore, in order to prevent a period in which you may not have coverage, your spouse/RDP, or parent should request to add you to their coverage the same month in which your coverage ends. (The above may also be applicable if your spouse/RDP or parent works for any State of Washington employer.)
*8 hours of pay may not generate enough compensation to cover your monthly premiums. Outstanding premiums are still the responsibility of the separating employee.
Retirement Plans - including Voluntary Investment Plans
You have several options regarding your retirement account upon separation from employment, which could include leaving your funds in the account, rolling-over funds into another investment vehicle, or withdrawing some or all of your retirement funds. It is strongly recommended that you contact the retirement plan directly and speak with a tax advisor to understand the implications of your choice, such as taxes, possible penalties, etc. The following is contact information for the various retirement vendors:
TIAA-CREF (for Regular and Voluntary Accounts)
Contact TIAA-CREF at 1(800) 842-2776 or visit their website at www.tiaa-cref.org for additional information.
Department of Retirement Systems (PERS, TRS & LEOFF Plans)
Contact the DRS at 1(800) 547-6657 or visit the website at www.drs.wa.gov. For specific information to take into consideration before deciding to withdraw/rollover your contributions, go to www.drs.wa.gov/Forms/member and click on “Withdrawals”.
Deferred Compensation Program (Voluntary Account)
Contact DCP at (888) 327-5596 or visit their website at www.drs.wa.gov/dcp for additional information.
In the event you are eligible for retirement, contact Pullman HRS-Benefits and your retirement plan to review your options.
Both the Basic and Optional Life insurance coverage continues for 31 days (60 days for persons retiring) beyond the end of the month in which you are last paid in your regular benefit eligible position; see chart below for additional information. In the event your spouse or qualified domestic partner works for WSU, and one employee's coverage terminates, life insurance coverage may be transferred, without evidence of insurability, to the remaining insured employee's life insurance. Please contact a Pullman HRS - Benefits staff member at (509) 335-4521 or hrs@wsu.edu for additional information on transferring life insurance.
In the event of layoff, employees will be given the option to continue their life insurance on a self-pay basis, similar to their regular premium rates, for up to 29 months. HRS will send information on how to continue this coverage when they send the information regarding self-paying for your medical/dental coverage due to layoff.
| Termination of Employee Coverage | This webpage provides detailed information on when life insurance coverage ends for a covered employee. |
| Termination of Dependent Coverage | This webpage provides detailed information on when life insurance coverage ends for a covered dependent. |
| Layoff Self-Pay Enrollment form | 2015 Leave Without Pay (LWOP) enrollment form, to be used by employees who are laid off, and will begin self-paying for coverage in 2015. This form contains information on how to pursue medical, dental and life insurance coverage on a self-pay basis. |
| Layoff Self-Pay Enrollment Form | 2016 Leave Without Pay (LWOP) enrollment form, to be used by employees how are laid off, and will begin self-paying for coverage in 2016. This form contains information on how to pursue medical, dental, and life insurance coverage on a self-pay basis. |
| Life Insurance Portability Application | Separating employees have the option of porting their existing group term policy to an individual term policy, provided they meet certain health criteria. You must apply within 31 days following the end of your appointment. |
| Conversion of Life Insurance | Separating employees can convert their existing group term policy to an individual whole life policy with the insurance company, without proof of good health. You must apply within 31 days following the end of your appointment. |
Long Term Disability Insurance
Both the Optional and Basic Long Term Disability (LTD) coverage cease after your employment ends, see chart below for additional information.
Health Savings Account (HSA)
An HSA is an account which is owned by the employee. This means that the account is still owned by the employee, even after the employee has separated or left employment. All funds which are in the account (both employee contributed and employer contributed) during the time of separation, will stay in the account for the employees future use. The employer contributed funds deposited into the HSA each month, will stop the last month in which the employee is eligible for employer sponsored medical coverage. The employee is able to claim the funds in the account after employment, but must be enrolled in a high-deductible medical plan to continue contributing to the HSA. More details on the HSA when employment ends can be directed to the plan administrator, HealthEquity at 1-877-873-8823 or at www.healthequity.net/pebb.
| HSA Guide | This HealthEquity publication provides detailed information about your Health Savings Account. |
Flexible Spending Account (FSA)
An FSA is an employee benefit, so coverage in the FSA typically ends when your employment ends. This means you can claim expenses, up to the amount of funds that are available, incurred during your employment. Generally, you cannot claim any expenses incurred after you leave employment unless you continue coverage under (COBRA) or continue coverage under WAC 182-12-133. If you are eligible to continue coverage under WAC 182-12-133 or COBRA, you may extend your period of coverage so you may claim expenses incurred after your employment ends. To do this, contact Flex-Plan Services, Inc. within 60 days from the end of your employment. If you elect to continue your FSA coverage, your contributions will be made on a post-tax basis. For additional information contact Flex-Plan Services, Inc. at 1(800) 669-3539 or customerservice@flex-plan.com.
| FSA Guide | This Flex-Plan Services, Inc. publication provides detailed information about your Flexible Spending Account, when your employment ends (pages 8-10). |
| FSA Guide | This Navia Benefits Solutions, Inc. publication provides detailed information about your Flexible Spending Account when your employment ends. (Page 11-12) |
Dependent Care Assistance Program (DCAP)
You may continue to incur reimbursable expenses (to the extent of your account balance) for the remainder of the calendar year until your available funds are exhausted. For additional information contact Flex-Plan Services, Inc. at 1(800) 669-3539 or customerservice@flex-plan.com.
DCAP Guide | This Flex-Plan Services, Inc. publication provides information about your Dependent Care Assistance Program. |
| DCAP Guide | This Navia Benefits Solutions, Inc. publication provides information about your Dependent Care Assistance Program. |
Liberty Mutual Auto/Home Insurance
Your group insurance discount rate will end after your employment ends. For information about continuing your coverage and making adjustments in premium payments, contact Liberty Mutual at 1(800)-295-3753.
Leave Payoff (for employees who accrue annual and/or sick leave)
If your appointment is eligible for leave payout, WSU will process the leave payout after your leave/time reports are received from your department and audited. Sick leave is not eligible for payout, unless a qualified employee is retiring from WSU.
The following Business Policies and Procedures address leave payoff, and who is eligible:
Payment for Unused Sick Leave: BPPM 60.41
Payment Upon Separation of Employment: BPPM 55.49
For additional information contact HRS at (509) 335-4521 or hrs@wsu.edu.
It is important to update your address online at MyWSU. This will ensure that WSU is able to mail any important information, such as your W2 form. Contact TIAA-CREF and the DRS directly (at the phone numbers listed above) to report the updated address for retirement accounts, and future mailings from them.
