New hires have 31 days to enroll in benefit services from date of hire.  If the employee does not elect benefits within the 31 days, he or she must wait until open enrollment or a family status change, such as a marriage, divorce or birth/adoption of a child. 

The Consolidated Omnibus Reconciliation Act (COBRA) entitles all covered participants to continue their health coverage for up to 18 months after terminating employment with the district.  This option requires the employee, or the employee's dependents, to pay both the employee's and the district contribution for group premiums.  For questions regarding COBRA Continuation of Coverage (Medical Only), please call 1-844-752-5146 for the 2017-2018 school year and 1-833-682-8972 for the 2018-2019 school year.

The Family Medical Leave Act is an unpaid leave regulated by the U. S. Department of Labor.  Employees are eligible to take FML if they have worked for their employer for at least 12 months and have worked for at least 1,250 hours over the previous 12 months.  If you qualify for FML, you may take up to 12 work weeks (60 days) of leave.  Please see Employee Handbook for more information and qualifying reasons.

Temporary Disability Leave is an unpaid leave regulated by the Board of Education.  All active full-time employees needing leave because of their own serious health conditions are eligible for TDL.  Leave needed for a family member with a serious health condition is not eligible for TDL.  SBEC Employees are eligible for up to 180 calendar days of TDL, and non-certified employees up to 60 calendar days.  Please see Employee Handbook for more information. 

Employees injured on the job must report such injury to the campus nurse or his/her immediate supervisor when the injury occurs and complete the required documentation.  The supervisor or designee must complete the Accident Investigation Report with as much information as available. This information should then be forwarded to Human Resources the same day of the accident or as soon as you are notified of the accident. Regardless if the employee seeks medical treatment or not a report must be completed and sent to HR.  If medical treatment is needed, the employee or supervisor must notify HR and may go to one of the approved clinics.  The employee may also go to the doctor of their choice, as long as the doctor accepts workers' compensation claims and is willing to file any necessary forms.  The District's workers' compensation insurance is with Claims Administrative Services and they can be reached at 1-800-765-2412 or www.cas-services.com.