Most employees covered by a Collective Bargaining Agreement have a choice of medical plans offered by Washington Teamsters Welfare Trust (WTWT). WTWT offers a choice of the WTWT Plan A PPO Premera plan or the WTWT Kaiser HMO plan. Details about these plans are provided below.
All medical plans include vision and pharmacy coverage through their designated insurance provider.
What is a CDHP?
A CDHP is a high deductible health plan with a health savings account that offers lower premiums, a higher medical deductible, and a higher medical out-of-pocket limit than most traditional health plans.
What is an HSA?
An HSA is a tax-exempt account anyone can deposit funds into on your behalf. You can deduct any amount you contribute from your taxable income, giving you a tax savings. You can use your HSA to pay for IRS qualified out-of-pocket medical expenses like deductibles, copays, and coinsurance. You can spend HSA funds on qualified expenses for your spouse or other tax dependents, even if they aren't covered on your plan. In addition, your HSA balance can grow over the years, earn interest, and build savings that you can use to pay for health care as needed.
|People covered on CDHP||Employer monthly deposit into HSA||Employer total deposited by the end of the year||IRS maximum annual contribution|
To contribute money from your paycheck into your HSA, complete the Employee Authorization for Payroll Deduction to Health Savings Account Form and route to Pierce County Benefits or email to [email protected]..
UMP CDHP members: (844) 351-6853
Kaiser CDHP members: (877) 873-8823
Maintaining Medical Coverage
Employees are eligible for PEBB benefits upon employment if the employer anticipates the employee will work an average of at least 80 hours per month and for at least eight hours each month for more than six consecutive months.
If you separate from employment, PEBB medical and dental coverage will end the last day of the month in which you had at least 8 hours worked or paid by time off.
To become eligible, employees must meet the requirements in your collective bargaining agreement, consistent with Trust guidelines. You also must be an active employee with the minimum number of compensable hours or hours worked (usually 80) during a month for any one employer who makes Plan contributions.
Lag Month Rule
The Trust uses a lag month system — the Trust advances eligibility for one month while you continue working enough hours each month for a contribution to be made on your behalf. For example, if you work enough hours in January and your employer makes a contribution in February (the lag month), your coverage is effective in March (rather than February). This continues until you have a break in contributions.
If you separate from employment, medical coverage will end the last day of the month following your last month of at least 80 hours worked or paid by time off. If you are terminated involuntarily from employment, medical coverage will end the last day of the second month following your last month of at least 80 hours worked or paid by time off.