Employees have the flexibility to choose among several medical plan options – a preferred provider organization (PPO) plan and a high-deductible health plan (HDHP) (available 7/1/2021) administered by Premera, and a health maintenance organization (HMO) plan administered by Kaiser Permanente.
Employees may choose from two dental plans: Delta Dental of Washington or Willamette Dental.
Long-term Disability (LTD)
LTD insurance is income protection in the event of disability due to injury or illness sustained either on or off the job. Employees are eligible to receive a monthly benefit of 60% of basic monthly earnings (to a maximum benefit of $5,000 per month) following a selected waiting period of 60, 90 or 120 days.
Basic Term Life Insurance
Employees have $50,000 of Basic Term Life Insurance, which provides a benefit to their named beneficiary upon their death.
Employees are eligible for vision hardware insurance provided through EyeMed Vision Care.
Flexible Spending Account (FSA)
There are two types of FSAs available through the Flexible Benefits Program: the Health Care FSA and the Dependent Care FSA. The Health Care FSA allows the use of before-tax dollars to pay for out-of-pocket health care expenses recognized by the Internal Revenue Service (IRS) as income-tax deductible. The Dependent Care FSA allows the use of before-tax dollars to pay for dependent care expenses as outlined by IRS regulations. NOTE: Employees considering enrolling in the HDHP on or after 7/1/2021, should not elect the Health Care FSA, because employee and employer contributions can’t be made into a Health Care FSA and a Health Savings Account (HSA) within the same year.
Health Savings Account (HSA)
Employees enrolled in the HDHP may elect to enroll in the HSA plan on or after 7/1/2021. Employees make tax deferred contributions into the HSA plan to pay for out-of-pocket health expenses. The HSA account balance rolls over from year to year. The PUD will make a contribution into the HSA as outlined below:
|1st Year Enrolled
The employee contribution and employer contribution combined total the IRS annual HSA Contribution limit.
Accidental Death & Dismemberment (AD&D)
AD&D coverage is additional protection that covers employees and/or their family members for death or dismemberment as a result of an accident.
Voluntary Term Life (VTL)
Employees, their spouse or state-registered domestic partner (SRDP), and/or dependent children are eligible for VTL coverage. Newly eligible employees will be offered the ability to enroll in VTL coverage up to the Guaranteed Issue (GI) amounts without needing to submit evidence of insurability.
Employees with a minimum of 80 eligible paid hours in a month accrue Paid Time-Off (PTO) on a monthly basis. Below is a sample of PTO benefits:
|Length of Service
||Total Annual Accrual
|0 - 4 years
|6 - 10 years
|15 - 20 years
Five days of Extended Sick Leave (ESL) are accrued each year and may be used immediately if hospitalized, or after 24 hours of missed work per occurrence.
The PUD observes 10 paid holidays each year.
Short-term Disability (STD)
STD benefits may be available to employees who have missed 40 consecutive hours of work and exhausted their ESL.
Savings & Retirement
The PUD offers two deferred compensation savings plans: a 457 Deferred Compensation Plan and a 401(k) Savings Plan. Each has separate Internal Revenue Service codes that state limitations on the amount employees can defer. The PUD will match 100% of an employee's contributed wages to the 401(k) Savings Plan per paycheck, up to 2%. The PUD's matching contribution is vested after three years of employment. For a comparison between the 401(k) and 457 plans, click here.
Eligible employees are enrolled as members of the Washington State Public Employees’ Retirement System (PERS) administered by the Department of Retirement Systems (DRS) in one of the following plans:
For more information on the PERS options available, please click here.
Retirement Health Savings Plan
All new eligible employees receive a monthly contribution into a PUD-sponsored Retirement Health Savings (RHS) Plan, provided they have 1 paid hour in that month. Upon termination, participants may use their account to get reimbursed for qualified out-of-pocket health-care expenses, including premiums.
Snohomish County PUD is not a Social-Security-covered employer; new employees participate in the Medicare portion of Social Security only.
Employee Assistance Program (EAP)
The PUD provides access to an EAP for confidential assessment and referral for various life/job/relationship issues. This service is available without charge to the employee or immediate family members and includes up to five (5) sessions per issue per calendar year. Access is available 24 hours a day, seven days a week.
PROGRAMS / PERKS
- On-site fitness centers at Electric Building & Operations Center locations
- Free parking
- PUD Employee Association (PUDEA)
- Team PUD Family Day
- Safety Days
- PUD company store
- Employee & Team of the Month awards
- Charitable giving
If there is any difference between this publication and the insurance contracts or other legal documents, the legal documents/insurance contracts will always govern.
Snohomish County PUD reserves the right to amend or terminate them at any time, for any reason, according to the amendment and termination procedures described in the legal documents/insurance contracts.
This page is informational in nature and does not create a contract of employment with Snohomish County PUD.