Who we serve / Schools & childcare
Benefits planned around the school day.
Private schools, childcare centers, and education programs need to coordinate staffing, summer coverage, and enrollment without interrupting the day’s work.
Start with these three decisions.
Share your academic calendar, staffing schedule, summer arrangements, and decision dates.
School-year schedules
Clarify coverage and contributions during summer or other breaks.
Program eligibility
Check whether a public program applies to your particular organization.
Employee conversations
Use in-service days, multiple sessions, or virtual appointments.
Do not assume every education employer uses SEBB
HCA’s SEBB program covers employees of public school districts, educational service districts, and charter schools, with other eligible employer-group categories. Private schools and childcare centers should confirm their own options and eligibility rather than borrow a public-school assumption.
Write down the summer arrangement
Before a break, confirm whether coverage continues, who pays premiums, and what employees must do. ACA rules for educational organizations and employment breaks may affect the analysis. Avoid automatic termination and re-enrollment without reviewing plan terms, leave obligations, and continuation requirements.
A practical example · illustrative
An academic-year employee
Show the coverage start date, summer premium arrangement, fall return process, and contact for status changes in one timeline. Do not leave the summer rules implicit.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical coverage
- Compare dependent premiums, provider access, and summer contribution arrangements.
- Dental, vision, and income protection
- Explain annual limits, waiting periods, and any restrictions tied to employment status.
- Optional benefits
- Compare premiums and covered events; supplemental coverage is separate from medical insurance.
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 academic calendar, staffing schedule, summer arrangements, and decision dates.
- 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 meet without taking everyone out of a classroom?
Yes. We can work with shifts, multiple site visits, individual conversations, and live virtual sessions for client teams at no extra fee.
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.
IRS · ALEIRS · fulltimeOIC · groupHCA · SEBBIRS · employerLet’s start with your team.
Share your academic calendar, staffing schedule, summer arrangements, and decision dates. No existing plan is required.