Who we serve / Government & public sector
A clear benefits comparison for public employers.
For a city, district, or public agency, a benefits decision also involves a budget calendar, participation rules, and sometimes bargaining or procurement. Start with the obligations already in place.
Start with these three decisions.
Share your program, renewal date, decision calendar, and any participation or procurement requirements.
Program eligibility
Confirm whether PEBB or another public program applies and the terms for joining or leaving.
Budget decisions
Work backward from board or council decisions and employee communication dates.
Existing commitments
Bring collective bargaining, procurement, and retiree questions to the appropriate advisers.
Understand the public-program option
HCA identifies eligible PEBB employer groups including counties, municipalities, political subdivisions, and Tribal governments. Participation requires an application and agreement; eligibility to apply does not mean automatic enrollment or unrestricted ability to change programs. Compare the applicable rules, rates, service areas, and administrative responsibilities.
Compare costs in a decision-ready format
Put employer spending and employee paycheck costs beside network access and plan benefits. Identify which choices require legal, bargaining, procurement, or board review. We can discuss benefits options and employee education; legal interpretations and public-employer obligations belong with your counsel and program administrators.
A practical example · illustrative
A district with several stations
Schedule the benefits comparison before the budget decision, then plan more than one education session so employees on different shifts can ask questions.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical program or market options
- Review eligible options against participation requirements and the existing agreement.
- Dental, vision, life, and disability
- Compare the whole package, including waiting periods and dependent costs.
- Employee communication
- Use shift and station meetings, private conversations, and virtual access for dispersed staff.
From comparison to enrollment
We help connect the benefits decision with the people using and managing the plan.
- 01 / PLAN
Map the needs
Share your program, renewal date, decision calendar, and any participation or procurement requirements.
- 02 / COMPARE
Review the tradeoffs
Compare actual plan costs, access, contributions, and the questions payroll or specialist advisers need to resolve.
- 03 / SUPPORT
Help the team enroll
We provide group, individual, and live virtual education, including shifts, multiple visits, new hires, and support after enrollment at no extra fee for client teams.
Before you get started
Can you advise on retiree liabilities or bargaining obligations?
WIB does not provide legal or tax advice. Retiree promises, LEOFF obligations, and bargaining requirements need the appropriate specialist. We can connect clients with industry contacts.
What administration is included?
Employee Navigator is available and customized at no extra cost for group clients who want it. WIB trains company administrators to enter new hires and terminations; WIB handles carrier changes. We coordinate third-party COBRA administrators that send and track notices. Vendor fees may apply, with waivers for some groups based on size and benefits package.
Sources checked September 19, 2026. General information; your plan and circumstances matter.
OIC · groupHCA · PEBBLet’s start with your team.
Share your program, renewal date, decision calendar, and any participation or procurement requirements. No existing plan is required.