City of Tumwater, WA
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Employee Benefits
Employee Benefits
The City provides, Medical, Dental, Vision and Life Insurance coverage for employees. Staff also have access to an Employee Assistance Program (EAP.)
Employees may make changes to their insurance plan coverage each year during the open enrollment period, generally November 1-30. New dependents from status changes such as marriage, birth or adoption of a child can be added at the time of the change.
Tumwater Non-represented Employees
2025 Premium Rates
The medical, dental, vision, and life insurance plans offered to Non-represented City employees are provided through the Association of Washington Cities (AWC).
Benefit options include
Kaiser Permanente Access PPO
Kaiser Permanente 200 Plan
Regence HealthFirst 250
Regence High Deductible Health Plan
Delta Dental
Willamette Dental
VSP
The City contribution to the Non-represented benefit package will increase to $2,227.00 per month (pro-rated for part-time employees). Employees may select a medical, dental, and vision plan.
Change Medical Plan or Add/Drop Dependent Coverage
Open enrollment allows employees to change their medical insurance plan. Open enrollment for medical, dental, vision, and life insurance will be in effect November 1 through November 30, 2024, for changes to take effect January 1, 2025.
During open enrollment Employees can switch between medical plans. There is no waiting period for pre-existing conditions for employees (and their dependents) opting to move between plans. To add or drop dependents during the year for your medical, dental, and vision plans for 2025, complete the AWC Combined Insurance Enrollment Form. Remember to list yourself and everyone in your family and check any/all insurance plans that will be affected. Return your form to Human Resources. Employees can keep a dependent child on their medical, dental, and/or vision plans until the age of 26. Changes outside the open enrollment period (November 1-30) can only be made if an employee or dependent loses/gains coverage from a “qualifying event.” Please contact Human Resources for more information.
How long can I cover my children on my insurance plans?
Under the federal health care reform laws that were passed in 2010, your children may now stay (or be re-enrolled) on your medical, dental and/or vision plans until they attain the age of 26, regardless of residence, student status, or marital status. All premiums for your children are eligible for pre-tax premium payments. Insurance carriers apply this definition for eligibility to all medical, dental, and vision plans.401(a) Match Program
Employees can to have up to 5% of their income matched by the City if they choose to contribute to the pre-tax saving plan. You may only enroll during the new hire process or make changes to this plan during open enrollment (November 1-30) to take advantage of the match amount. You will need to complete the enrollment form.Deferred Compensation
The maximum amount employees can contribute to their deferred compensation account in 2024 is $23,000. For those age 50 or over, the catch-up contribution limit is $30,500. If you have questions about your deferred compensation account or you wish to start a deferred compensation account, please contact Human Resources for the appropriate form.
If you wish to make a change in your contribution amount, please complete the 457 Deferred Compensation form and submit to Human Resources. You may change deductions at any time during the year.
Roth IRA
The maximum amount employees can contribute to their Roth IRA account in 2024 is $7,000. If you are age 50 or older you can contribute an additional $1,000. If you have any questions about your Roth IRA account or you wish to start a Roth IRA account, please contact Human Resources for the appropriate form.
HRA VEBA
In 2024, the City’s monthly contribution to employee HRA VEBA accounts is $225 ($2,700.00 annually). This amount is pro-rated for part-time employees.Life Insurance & ADD
The City will continue to provide payment of the premium for your Life and Accidental Death & Dismemberment insurance plan through the Standard. The benefit is $50,000 of term life insurance for each non-union employee. Employees may change or update their beneficiary designation form any time and return it to Human Resources.
Additional Life Insurance
If you are enrolled in Additional Life Insurance for an amount less than $100,000, you may increase your coverage by one or two increments of $10,000, but not to exceed the guarantee issue amount of $100,000 without having to answer health questions. You may also elect to increase your spouse's coverage or children's coverage under Additional Coverage Allowances. The Enrollment/Change forms are in the back of the Standard Booklet.
Flexible Spending Account (FSA)
If you want to renew or begin participating in the City Health Care Reimbursement or Dependent Care Reimbursement (DCAP) program in 2024, you will need to enroll in a Flexible Spending Account (FSA). This is a voluntary pre-tax program that allows you to receive reimbursement for eligible health care expenses or pay dependent care expenses. The maximum annual contribution to the Health Care Reimbursement Account is $3,300 per year. This amount is regulated by the federal government.
FSA contributions do not carry forward and employees must re-enroll and choose their pre-tax contribution amount each year during open enrollment. Contact Human Resources so you may make the necessary changes via the Employee Access portal.
Health Savings Account
If you choose to be insured on the Regence High Deductible Plan,Change Pre-tax/Post-tax Status of Benefits
If you aren’t happy with the current pre or post-tax status of your benefit elections, you can notify payroll to make a change. Pre-tax status of premiums is the default. Unless you have elected post-tax benefits at some time during your tenure with Tumwater, your benefit premium shares will already be paid pre-tax. If you are unsure, check your payroll stub. Post-tax benefits are shown a bit differently in the description of the deduction.What do I pay for L&I (Worker’s Compensation) coverage?
Every employee has a deduction from their paycheck for insurance coverage under the Department of Labor and Industries (L&I) for on-the-job injuries. This is sometimes referred to as Worker’s Compensation. Whenever a co-worker is injured, all employees at the City pay for the cost of that injury. While the City picks up the largest portion of the bill, the rate that employees pay is a percentage of that bill. The smaller the bill, the less each employee pays. Therefore, it is in everyone’s best interest to watch out for the safety of our co-workers and to get injured workers back to work as soon as possible. For more information on premiums, please contact Human Resources.
Changes in Family Status/COBRA Rights
Please be advised that your insurance coverage is subject to COBRA legal requirements. This means, in part, that you, and/or members of your family are eligible to purchase continued coverage under our plans for a period of time after your employment with the City has ended. In addition, you also have a legal obligation to notify the City within 30 days if a change in family status occurs that will affect your insurance plans through the City (e.g., marriage, divorce, birth or adoption of a child, a dependent losing eligibility for coverage, or termination of a domestic partnership).Retirement Information
If your retirement is within a three to five year window, please take some time to explore retiree medical insurance options. The Association of Washington Cities does offer medical insurance to retirees (both through Regence and through Kaiser Permanente), provided they meet certain conditions. Those conditions include:
- Qualifying for retirement through your PERS or LEOFF plan (meet both age and years of service requirements)
- You must have been with an AWC health plan for five years immediately preceding retirement, and
- To go onto a Regence retiree plan, you must have been with Regence for three years immediately preceding your retirement.
For more information regarding retiree benefits, contact AWC at
Tumwater Firefighters Union
2025 Premium Rates
The medical, dental, vision and life insurance plans offered to Firefighter Union employees are provided through the IAFF Benefits Trust. The City pays 100% for the employee and 85% for eligible dependents. If two or less dependents are covered, the cost is paid at 100%.
Benefit Options include:
-
- Medical benefits through Regence BlueShield - P1500 High Deductible Plan
- Vision benefits through Regence BlueShield (via their partnership with VSP)
- Prescription Drug benefits through Sav-Rx Prescription Services
- Dental benefits through Delta Dental of Washington
- Telehealth Virtual Care Office Visits with MDLive
- Hearing benefits through EPIC Hearing Healthcare Planned Surgery Benefit through Bridge Health
Open Enrollment 2025 Information:
To view your Open Enrollment materials online, please visit the IAFF Health & Wellness Trust and log in If you are new select “Register” and follow the instructions to create your account. Once you have entered your information, you should receive an email from @vimly within minutes to complete your registration. Once logged in, you can view your Open Enrollment materials and other benefits and personal information, as well as download forms.
You will find more information on each of these benefits inside your 2024 Enrollment Guide . Use the Helpful Contact section in the back for details on who to call when you have questions regarding any of your Trust benefits.
Member ID cards will be issued through MagnaHealth and virtual cards can be obtained through the MyCreateHealth mobile app.
Please don’t hesitate to contact the Trust Office with any questions or concerns at
Add/Drop Dependent Coverage
2024 Active Enrollment Guide (all benefit summaries are located within the guide)
To add/drop coverage for one or more dependents, complete the Enrollment form.
Remember to list yourself and everyone in your family to be enrolled (or remain on your plan). Employees can keep a dependent child on their medical, dental, and/or vision plans until the age of 26. Changes outside the open enrollment period (November 1-19) can only be made if an employee or dependent loses coverage from a “Qualifying Life Event.” Please contact Human Resources for more information.
How long can I cover my children on my insurance plans?
Under the federal health care reform laws that were passed in 2010, your children may now stay (or be re-enrolled) on your medical, dental and/or vision plans until they attain the age of 26, regardless of residence, student status, or marital status. All premiums for your children are eligible for pre-tax premium payments. Insurance carriers apply this definition for eligibility to all medical, dental, and vision plans.
Flexible Spending Account (FSA)
If you want to renew or begin participating in the City’s Health Care Reimbursement or Dependent Care Reimbursement (DCAP) program in 2025, you will need to enroll in a Flexible Spending Account (FSA). This is a voluntary pre-tax program that allows you to receive reimbursement for eligible health care expenses or pay dependent care expenses. The maximum annual contribution to the Health Care Reimbursement Account is $3,300 per year, and $5,000 for dependent care. This amount is regulated by the federal government.
Enroll in the 2025 Flexible Spending Account by completing the Flex Spending Enrollment Form. *FSA contributions do not carry forward and employees must re-enroll and choose their pre-tax contribution amount each year during open enrollment.
Deferred Compensation (457)
The maximum amount employees can contribute to their deferred compensation account in 2025 is $23,500. For those age 50 or over, the catch-up contribution limit is $31,000. If you have questions about your deferred compensation account or you wish to start a deferred compensation account, please contact Human Resources for the appropriate form.
If you wish to make a change in your contribution amount, please complete the Change in 457 Deferred Compensation Form and submit to Human Resources. You may change deductions at any time during the year.
Deferred Compensation (through Washington State Department of Retirement Systems)
If you wish to make a change to your DCP account through Washington State DRS, you will want to fill out the online form. Do not forget to notify payroll of any changes you make to your DRS Deferred Compensation account. Please allow 30 days for payroll to make the adjustment to the new contribution rate/amount. Changes can be made throughout the year.
Washington State Council of Firefighters
The WSCFF offers a Medical Reimbursement account. The City contributes $150.00 to this plan of which employees can use for any medical expenses that incur during retirement.
Department of Retirement Systems – LEOFF 2
Firefighters are eligible for the LEOFF 2 Retirement Systems through the Washington State Department of Retirement Systems. To learn more, please visit the DRS Website.
HRA VEBA
The City agrees to deposit $2,000 for employee only medical, and $4,000 for employee plus any dependents in an HRA VEBA account on an annual basis no later than the January payroll cycle. VEBA accounts can be used to reimburse eligible out-of-pocket healthcare costs and insurance premiums for yourself, your legal spouse, and qualified children or dependents. To view balances and to add/drop dependents, please visit the HRA VEBA site.
Roth IRA
The maximum amount employees can contribute to their Roth IRA account in 2025 is $7,000. If you are age 50 or older you can contribute an additional $1,000. If you have any questions about your Roth IRA account or you wish to start a Roth IRA account, please contact Human Resources for the appropriate form.
Additional Life Insurance
If you are enrolled in Additional Life Insurance for an amount less than $100,000, you may increase your coverage by one or two increments of $10,000, but not to exceed the guarantee issue amount of $100,000 without having to answer health questions. You may also elect to increase your spouse's coverage or children's coverage under Additional Coverage Allowances. The Enrollment/Change forms are in the back of the Standard Booklet.
Change Pre-tax/Post-tax Status of Benefits
If you are not happy with the current pre or post-tax status of your benefit elections, you can notify payroll to make a change. Pre-tax status of premiums is the default. Unless you have elected post-tax benefits at some time during your tenure with Tumwater, your benefit premium shares will already be paid pre-tax. If you are unsure, check your payroll stub. Post-tax benefits are shown a bit differently in the description of the deduction.
What do I pay for L&I (Worker’s Compensation) coverage?
Every employee has a deduction from their paycheck for insurance coverage under the Department of Labor and Industries (L&I) for on-the-job injuries. This is sometimes referred to as Worker’s Compensation. Whenever a co-worker is injured, all employees at the City pay for the cost of that injury. While the City picks up the largest portion of the bill, the rate that employees pay is a percentage of that bill. The smaller the bill, the less each employee pays. Therefore, it is in everyone’s best interest to watch out for the safety of our co-workers and to get injured workers back to work as soon as possible. The City has partnered with The Department of Labor and Industries to participate in the FIIRE Pilot program which provides a 10% discount.
Changes in Family Status/COBRA Rights
Please be advised that your insurance coverage is subject to COBRA legal requirements. This means, in part, that you, and/or members of your family are eligible to purchase continued coverage under our plans for a period of time after your employment with the City has ended. In addition, you also have a legal obligation to notify the City within 30 days if a change in family status occurs that will affect your insurance plans through the City (i.e. marriage, divorce, birth or adoption of a child, a dependent losing eligibility for coverage, or termination of a domestic partnership).
Tumwater Police Guild Employees
2025 Premium Rates
The medical, dental, vision, and life insurance plans offered to Police Guild employees are provided through the Association of Washington Cities (AWC) and the Law Enforcement Officers and Firefighters Trust.
Benefit options include:
- Kaiser 200
- LEOFF F (includes medical and vision)
- Delta Dental Plan A – with Ortho Rider
- VSP Vision Care
Change Medical Plan or Add/Drop Dependent Coverage
Open enrollment allows employees to change their medical insurance plan. Open enrollment for medical, dental, and vision insurance will be in effect November 1 through November 30, 2024, for changes to take effect January 1, 2025. For those of you who elect LEOFF F, your medical and vision will be through LEOFF F. Please fill out the LEOFF Enrollment FormPlan Summaries
Kaiser 200
LEOFF F
Delta Dental with Ortho Rider
VSP
During open enrollment Employees can switch between medical plans. There is no waiting period for pre-existing conditions for employees (and their dependents) opting to move between plans.
To add or drop dependents during the year for your medical, dental, and vision plans for 2025, complete the AWC Combined Insurance Enrollment Form.
Remember to list yourself and everyone in your family and check any/all insurance plans that will be affected. Return your form to Human Resources. Employees can keep a dependent child on their medical, dental, and/or vision plans until the age of 26. Changes outside the open enrollment period (November 1-30) can only be made if an employee or dependent loses/gains coverage from a “qualifying event.” Please contact Human Resources for more information.
How long can I cover my children on my insurance plans?
Under the federal health care reform laws that were passed in 2010, your children may now stay (or be re-enrolled) on your medical, dental and/or vision plans until they attain the age of 26, regardless of residence, student status, or marital status. All premiums for your children are eligible for pre-tax premium payments. Insurance carriers apply this definition for eligibility to all medical, dental, and vision plans.
Deferred Compensation
The maximum amount employees can contribute to their deferred compensation account in 2025 is $23,500. For those age 50 or over, the catch-up contribution limit is $31,000. If you have questions about your deferred compensation account or you wish to start a deferred compensation account, please contact Human Resources for the appropriate form.
If you wish to make a change in your contribution amount, please complete the Change in 457 Deferred Compensation Form and submit to Human Resources. You may change deductions at any time during the year.
Roth IRA
The maximum amount employees can contribute to their Roth IRA account in 2025 is $7,000. If you are age 50 or older you can contribute an additional $1,000. If you have any questions about your Roth IRA account or you wish to start a Roth IRA account, please contact Human Resources for the appropriate form.
Health Reimbursement Account
The City of Tumwater makes a monthly tax-free contribution of $250.00 to a health reimbursement account through the Northwest Public Employees Medical Trust.
Long-Term Disability, Life, and Accidental Death and Dismemberment
Employees have $30,000 of coverage for life and long-term disability and also $30,000 of coverage for accidental death and dismemberment through the Washington Council of Police and Sheriffs.
Additional Life Insurance
If you are enrolled in Additional Life Insurance for an amount less than $100,000, you may increase your coverage by one or two increments of $10,000, but not to exceed the guarantee issue amount of $100,000 without having to answer health questions. You may also elect to increase your spouse's coverage or children's coverage under Additional Coverage Allowances. The Enrollment/Change forms are in the back of the Standard Booklet.
Flexible Spending Account (FSA)
If you want to renew or begin participating in the City’s Health Care Reimbursement or Dependent Care Reimbursement (DCAP) program in 2025, you will need to enroll in a Flexible Spending Account (FSA). This is a voluntary pre-tax program that allows you to receive reimbursement for eligible health care expenses or pay dependent care expenses. The maximum annual contribution to the Health Care Reimbursement Account is $3,300 per year, and $5,000 for dependent care. This amount is regulated by the federal government.
Enroll in the 2025 Flexible Spending Account by completing the Flex Spending Enrollment Form. *FSA contributions do not carry forward and employees must re-enroll and choose their pre-tax contribution amount each year during open enrollment.
Department of Retirement Systems – LEOFF 2
Police Officers are eligible for the LEOFF 2 Retirement Systems through the Washington State Department of Retirement Systems. To learn more, please visit the DRS Website .
Change Pre-tax/Post-tax Status of Benefits
If you aren’t happy with the current pre or post-tax status of your benefit elections, you can notify payroll to make a change. Pre-tax status of premiums is the default. Unless you have elected post-tax benefits at some time during your tenure with Tumwater, your benefit premium shares will already be paid pre-tax. If you are unsure, check your payroll stub. Post-tax benefits are shown a bit differently in the description of the deduction.
What do I pay for L&I (Worker’s Compensation) coverage?
Every employee has a deduction from their paycheck for insurance coverage under the Department of Labor and Industries (L&I) for on-the-job injuries. This is sometimes referred to as Worker’s Compensation. Whenever a co-worker is injured, all employees at the City pay for the cost of that injury. While the City picks up the largest portion of the bill, the rate that employees pay is a percentage of that bill. The smaller the bill, the less each employee pays. Therefore, it is in everyone’s best interest to watch out for the safety of our co-workers and to get injured workers back to work as soon as possible. For more information on premiums, please contact Human Resources.
Changes in Family Status/COBRA Rights
Please be advised that your insurance coverage is subject to COBRA legal requirements. This means, in part, that you, and/or members of your family are eligible to purchase continued coverage under our plans for a period of time after your employment with the City has ended. In addition, you also have a legal obligation to notify the City within 30 days if a change in family status occurs that will affect your insurance plans through the City (i.e. marriage, divorce, birth or adoption of a child, a dependent losing eligibility for coverage, or termination of a domestic partnership).
Tumwater Teamsters Union
2025 Premium Rates
The medical, dental, vision, and life insurance plans offered to Teamster City employees are provided through the Washington Teamsters Welfare Trust.
Benefit Options include:
- Premera Blue Cross Medical Plan A
- Delta Dental Plan
- Northwest Benefits Network Vision Plan
- MedImpact prescription coverage Plan
- Access to virtual care through Teladoc Consultations
To learn more about plans, please visit the Washington Teamsters Welfare Trust website.
Open Enrollment 2025 Information
You must update and verify your information on line through the Northwest Administrators website. If you do not update your information, no medical claims will be processed for 2025.
Out of pocket maximums have not changed for 2025 (still $3,700 for an individual and $7,400 for a family).
Change Medical Plan or Add/Drop Dependent Coverage
Open enrollment goes from November 1 to November 30, 2024.
Plan Summaries
Premera Blue Cross
How long can I cover my children on my insurance plans?
Under the federal health care reform laws that were passed in 2010, your children may now stay (or be re-enrolled) on your medical, dental and/or vision plans until they attain the age of 26, regardless of residence, student status, or marital status. All premiums for your children are eligible for pre-tax premium payments. Insurance carriers apply this definition for eligibility to all medical, dental, and vision plans.
Deferred Compensation (457)
The maximum amount employees can contribute to their deferred compensation account in 2025 is $23,500. For those age 50 or over, the catch-up contribution limit is $31,000. If you have questions about your deferred compensation account or you wish to start a deferred compensation account, please contact Human Resources for the appropriate form.
If you wish to make a change in your contribution amount, please complete the Change in 457 Deferred Compensation Form and submit to Human Resources. You may change deductions at any time during the year.
Roth IRA
The maximum amount employees can contribute to their Roth IRA account in 2025 is $7,000. If you are age 50 or older you can contribute an additional $1,000. If you have any questions about your Roth IRA account or you wish to start a Roth IRA account, please contact Human Resources for the appropriate form.
Life Insurance
The City will provide $30,000 through the Teamster Trust that also provides a $400.00 a week time loss benefit and a $10,000 of additional life insurance to Teamster employees. The Enrollment/Change forms are in the back of the Standard Booklet.
Flexible Spending Account (FSA)
If you want to renew or begin participating in the City’s Health Care Reimbursement or Dependent Care Reimbursement (DCAP) program in 2025, you will need to enroll in a Flexible Spending Account (FSA). This is a voluntary pre-tax program that allows you to receive reimbursement for eligible health care expenses or pay dependent care expenses. The maximum annual contribution to the Health Care Reimbursement Account is $3,300 per year, and $5,000 for dependent care. This amount is regulated by the federal government.
Enroll in the 2025 Health Care Reimbursement Flexible Spending Account by completing the Flex Spending Enrollment Form. *FSA contributions do not carry forward and employees must re-enroll and choose their pre-tax contribution amount each year during open enrollment.
Change Pre-tax/Post-tax Status of Benefits
If you are not happy with the current pre or post-tax status of your benefit elections, you can notify payroll to make a change. Pre-tax status of premiums is the default. Unless you have elected post-tax benefits at some time during your tenure with Tumwater, your benefit premium shares will already be paid pre-tax. If you are unsure, check your payroll stub. Post-tax benefits are shown a bit differently in the description of the deduction.
What do I pay for L&I (Worker’s Compensation) coverage?
Every employee has a deduction from their paycheck for insurance coverage under the Department of Labor and Industries (L&I) for on-the-job injuries. This is sometimes referred to as Worker’s Compensation. Whenever a co-worker is injured, all employees at the City pay for the cost of that injury. While the City picks up the largest portion of the bill, the rate that employees pay is a percentage of that bill. The smaller the bill, the less each employee pays. Therefore, it is in everyone’s best interest to watch out for the safety of our co-workers and to get injured workers back to work as soon as possible. For more information on premiums, please contact Human Resources.
Changes in Family Status/COBRA Rights
Please be advised that your insurance coverage is subject to COBRA legal requirements. This means, in part, that you, and/or members of your family are eligible to purchase continued coverage under our plans for a period of time after your employment with the City has ended. In addition, you also have a legal obligation to notify the City within 30 days if a change in family status occurs that will affect your insurance plans through the City (i.e. marriage, divorce, birth or adoption of a child, a dependent losing eligibility for coverage, or termination of a domestic partnership).
Retirement Information
Retirement is provided through the Teamster Trust and the Department of Retirement Systems.
Forms
Find forms below for address changes, adding a new dependent or changes to payroll deduction amounts for voluntary programs such as Deferred Compensation.
Please contact the following programs directly to request an address change:
Flexible Spending Account (FSA) – Navia Benefits
Health Savings Account – HSA Bank
Fire HRA – Navia Benefits Solutions
MissionSquare Roth IRA and 457 Deferred Compensation
HRA VEBA Claim Form
Optional Benefit Choices
These are programs that are offered through payroll deduction, but the City does not make a contribution.
MissionSquare Roth IRA and 457 Deferred Compensation
Colonial Insurance (supplemental life, disability, cancer, etc.)
Long Term Care
WA Cares Fund
WA Cares Fund Exemptions
In order to submit your long term care documents to the Employment Security Department, you will need to first sign up for a SAW account. Contact the Employment Security Department at (855) 682-0785 for additional assistance.
Quick Links
Department of Retirement Systems
Association of Washington Benefit Trust (AWC)
Contact Us
Contact Michelle Sutherland, Administrative Services Director by email or call (360) 754-4122.