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From YouTube: Biloxi City Council Special Called Meeting Aug 27 2021
Description
Biloxi City Council Special Called Meeting, Aug. 27, 2021 to discuss city employee health insurance.
B
A
We're
going
to
be
joined
a
little
later
by
somebody
personally
and
then
also
there's,
there's
someone
online
with
the
video
and
I'll
let
psy
introduce
them
when
we
get
to
that
point
at
this
point
I'll
entertain
a
motion
mood
as
much
to
approve
the
agenda
by
mr
lawrence
is
air.
Second,
second,
second
by
mr
glavin.
Any
discussion
all
in
favor,
as
approved
on
a
5vo
vote,
brings
us
to
the
mayor's
report.
No.
C
A
Outstanding
council
report
guidance.
Mr
lawrence,
I
have
none
mr
barrett,
mr
glavin.
None.
Thank
you,
gentlemen.
That
brings
us
to
the
public
agenda
citizens
comments.
Is
there
anybody
on
my
left,
your
right
that
wishes
to
comment
before
the
council?
Nobody,
anybody
on
my
right,
your
left!
Nobody!
Anybody
on
the
periphery
of
the
room.
Nobody
thank
you.
That
brings
us
to
the
policy
agenda.
If
the
clerk
will
read
the
resolution,
please.
A
E
Hello,
okay,
so
I
do
have
somebody
from
maestro
coming
in
person
ashley
ross
she'll
be
here
she's
supposed
to.
She
was
supposed
to
be
here
at
9
45,
but
the
weather
and
mechanical
delays
delayed
her.
She
will
be
here
probably
within
10
or
15
minutes.
So
when
she
comes,
she
can
answer
any
questions
that
you
might
have,
but
also
we
have
brandon
wood.
Who
is
the
ceo
of
maestro?
E
A
F
F
Okay,
good,
so
thanks
again,
as
was
said,
I'm
the
ceo
of
my
easter
health.
I
very
much
wanted
to
try
and
get
there
this
morning,
along
with
ashley
on
the
tail
end
of
some
needed
time
off.
Sorry,
I
couldn't
be
with
you
face
to
face
so
ashley
and
I
spoke
earlier
in
the
week
and
she
said
there
was
some
general
concern
around
some
of
the
available
online
content,
and
so
I
thought
I'd
just
spend
a
few
minutes.
You
know
talking
about.
F
Okay,
so
you
know
the
I've
been
running
service
businesses
for
about
25
years
and
a
lot
of
that
time
spent
in
the
third
party
administration
business
and
so
we're
not
only
perceived
as
the
insurance
company,
but
also
perceived
as
sort
of
an
agent
on
behalf
of
the
employers
that
hire
us
sort
of
an
interesting
position
to
be.
In
you
know,
our
culture
is
one
of
continuous
improvement.
You
know
I'm
not
going
to
stand
up
here
and
tell
you
that
we
don't
make
mistakes.
F
F
I
don't
want
to
over
generalize,
but
you
can
put
them
in
a
couple
of
buckets
and
a
couple
of
those
are
difficult
for
us
to
control
as
a
company.
So
some
of
the
comments
around
people
not
being
seen
by
providers
those
are
related
to
plans
that
are
essentially
operating
without
a
discount
network.
So
the
employer
has
decided
that
they're
going
to
run
without
a
network
and
reprice
claims,
usually
at
a
multiple
of
medicare,
and
they
hire
a
third
party
to
reprice
those
claims.
F
F
The
other
general
category
of
complaints
that
are
out
there
are
plan
rules
themselves,
so
people
who
have
flexible
spending
accounts
and
swipe
a
debit
card
at
point
of
sale,
don't
like
having
to
provide
a
detailed
receipt
that
the
irs
requires.
After
the
fact,
and
so
you'll
see
some
complaints
about
that,
there's
not
a
ton
we
can
do.
But
I'll
tell
you.
F
So
that's
generally
the
the
the
commentary
that
you
know
both
myself
and
our
reputation
folks
have
had
to
address
online
and,
like
you
know,
it's
unfortunate
I'd
love
for
nobody
to
ever
complain,
but
there's
some
embedded
pain
points
just
based
on
the
way
that
plans
operate,
whether
it's
employers
who
require
that
people
certify
that
they
don't
have
other
insurance
before
they
enroll
in
the
group.
Health
plan
or
providing
detail
and
backup
for
an
expense
is
just
the
nature
of
the
beast.
So
to
speak.
So.
F
I
think
you
know
relative
to
our
peers
by
way
of
net
promoter
scores
and
our
18
promoter
scores
we're
doing
rather
well.
You
know
never
good
enough,
but
we're
doing
well
relative
to
our
peers
and
that's
important
to
me
so,
okay,
thank
you
for
the
time
soon,
mayor
and
council
are
there,
so
I
know
you're
you're
busy
folks.
So
I
appreciate
a
few
minutes
this
morning.
E
Thank
you.
Thanks
for
dropping
on
and
ashley
sent
a
text
she
just
pulled
in
so
hopefully
she
didn't
get
a
speeding
ticket,
or
maybe
we
have
to
get
her
out
of
that
one
but
she's
pulling
in
now.
So
I
think
that
we'll
let
her
take
any
other
questions
that
that
we
may
have
unless
y'all
have
anything
specific
for
george
yeah
yeah.
B
F
F
And
so
because
we're
the
insurance
company,
essentially
in
the
perception
of
the
member,
those
guys
tagged
to
us,
but
the
reference
based
pricing
provider
is
the
one
who
was
supposed
to
respond
to
provider
access
issues.
So
we've
tried
to
identify
each
of
the
members
that
posted,
I
think,
actually
bringing
with
her
some
information
in
response
to
those.
But
it's
my
intent
to
address
that
rating,
because
I'm
I'm
not
sure
that
those
failure
responses
are
accurate.
A
E
E
I
had
the
ceo
tell
me
of
mississippi
physicians
care
network
that
you
can
think
of
it
as
a
mirror
image
of
blue
cross.
As
far
as
the
access
you
have
all
the
hospitals
and
virtually
all
the
doctors
there
may
be
one
doctor
that
blue
cross
has
that
they
don't
there
may
be
another
doctor
mpc
and
has
that
blue
cross
doesn't
but
you're
looking
at
virtually
a
mirror
image
of
the
network
that
you
have
now.
E
F
E
Gotta
love
the
technological
world,
we're
in
now
he's
like
three
seconds
behind
us
and
we're.
You
know
it's
all
part
of
it,
so
this
is
ashley
ross.
She
works
with
maestro
as
well.
She
has
been
our
contact
for
this
entire
process.
We've
met
with
her
in
person
and
online
and
we've
gone
through
this
process
with
the
insurance
committee.
So
welcome.
Thank
you
for
coming
I'd
like
to
get
you
to
address
the
information
that
we
handed
to
y'all.
There
were
questions
about
things
online
that
were
said
were
they
true?
E
Are
they
valid,
so
their
team
found
everything
they
could
find
and
they
put
it
in
this
document
and
put
what
the
resolution
would
have
been
or
if
they
could
identify
the
member?
What
the
actual
resolution
was
and
then,
after
that,
if
you
want
to
talk
about,
I
know
the
better
business
bureau
rating
is
a
is
an
issue.
So
that's
not
one
of
the
main
reasons
or
main
things
they
use
to
rate
themselves.
E
E
You
have
two
reviews.
You
have
a
one
star
review
where
somebody
was
upset
four
years
ago
and
then
you
have
a
five
star
review
because
the
building
looks
pretty
so
you
can
google
it
yourself,
but
y'all
are
a
three
star
council
just
want
to.
Let
you
all
know
that,
but
anybody
can
go
online
and
play
and
place
a
review,
but
I
do
find
that
that
interesting
that
everybody
has
a
review.
If
you
look
for
it,
but.
K
Appreciate
y'all
having
me
today,
we
definitely
wanted
to
address
this
with
everyone.
We
all
know
that,
especially
with
the
online
forum
20
30
years
ago,
the
reviews
weren't
there
we
knew
what
exactly
what
was
going
on
and
now
someone
who's
upset
at
10
o'clock
and
fine
by
10.
15
can
go
write
a
negative
review,
so
I
had
my
team
pull
all
of
our
reviews
on
our
website.
K
We
also
did
pull
blue
cross's
reviews
and
we're
not
here
to
make
comments
on
anyone,
but
they
have
a
lot
of
negative
reviews
as
well
and
so
for
us,
our
most
recents
were
in
2020.
We
do
have
a
service
that
we
are
not
administering
for
biloxi,
which
is
our
fsa,
hsa,
hra
accounts,
and
so,
if
it's
not
explained
correctly
to
some
of
the
membership,
they
don't
always
understand
it,
and
so,
in
this
account
on
10
8
of
2020,
there's
a
flex
spending
account
system
and
it
was
difficult
to
submit
expenses
realistically
to
submit
expense.
K
They
need
to
have
a
copy
of
their
receipt,
make
sure
it's
a
legitimate
expense
and
submit
it.
Whether
it's
on
the
mobile
app
or
online,
we
would
have
reviewed
the
member's
account
and
interactions
with
members
to
determine
what
we
had
done
to
resolve
the
issue
and
provide
any
coaching
with
the
advocates.
If
we
had
failed
to
do
something
with
an
issue
as
an
outreach
to
the
member
would
have
been
made
to
assist
with
logging
onto
the
account
determine
why
they
continue
to
have
trouble
and
providing
education
as
needed.
K
Our
customer
service
are
the
same
people
that
pay
the
claims,
so
they
have
a
vested
interest
in
staying
online
and
talking
to
the
membership
through
their
issues.
Technology
issues
we
just
looked
at
it
as
brandon
wood
was
on
and
it's
a
three
second
delay.
There's
always
going
to
be
technology
issues,
and
our
team
does
the
best
that
they
can
to
help
ensure
members
get
through
the
process.
K
We
had
another
review
that
the
benefits
card
is
a
waste
of
money.
Every
time
you
need,
they
suspend
your
account,
keeping
your
money
or
asking
for
detailed
bill.
The
law
requires
us
to
have
a
detailed
accountability
of
what
they
spend
money
on
with
you.
Take
your
credit
card
today
and
go
to
target
you
can
buy
whatever
you
want
right.
However,
if
you
take
your
fsa
account
or
your
hsa
account,
there
are
restricted
items.
You
can't
go,
buy
shampoo
on
your
fsa
card,
it's
not
an
improved
expense.
K
So
in
this
we
would
have
reviewed
the
members
interactions
as
well
as
history
of
transactions
to
make
sure
why
documentation
was
there.
Most
often
we
don't
require
documentation,
as
we
have
the
accounts
that
are
set
up
to
look
at
you.
Is
it
a
copay?
Is
it
your
deductible,
but
again
if
they
go
and
buy
over
the
counter
meds,
we
need
to
understand
what
they're
paying
for,
because
we're
legally
responsible
for
that
we
do
follow
that
line
very
strictly.
I
have
heard
that
we
do
require
more
documentation.
K
In
perfect
honesty,
however,
not
everyone
in
my
opinion
is
upholding
that
law
correctly.
So
we
make
sure
we
have
what
we're
looking
for.
The
next
review
is
regarding
reference-based
pricing.
They
do
not
care
about
people
and
saving
money.
We
can't
go
to
their
hospital
and
use
our
insurance
if
anyone's.
This
is
not
anything
we're
doing
for
biloxi.
This
is
reference
based
pricing.
That
means
they
have
an
open
network
and
it
means
that
physicians
can
decline
the
membership,
and
so
that's
not
what
we're
doing
for
biloxi.
K
That's
what
their
employer
chose
to
offer
them
to
save
costs
and
in
my
opinion
I
would
not
offer
it
to
most
anyone,
because
it
can
be
a
lot
of
pushback,
and
so
for
that
we
do
outreach
to
the
membership
and
make
sure
the
provider
has
initiated
conversation.
We
can
negotiate
the
costs
of
it,
but
ultimately
it
does
create
headache
for
the
member,
but
that's
not
a
maestro
health
issue.
That
is
the
plan
that
the
employer
has
chosen
to
offer
to
their
employees
and.
E
That's
what
they
chose
and
the
tpa
did
exactly
what
the
plan
told
them
to
do
so,
the
tpa
maestro
or
whoever
it
is
takes
a
lot
of
flack
for
that
when,
in
reality,
they're
doing
exactly
what
they're
supposed
to
do.
It's
your
money,
okay,
you
don't
want
to
pay
out
more
than
you
should,
as
a
planned
sponsor
so
they're
doing
exactly
what
they're
supposed
to
do
in
scenarios
like
that,
but
sometimes
they
get
flack
from
those
examples.
Yep.
D
K
The
next
one
is
about
a
member
that
had
medical
providers
had
trouble
with
the
insurance.
There
would
have
been
a
major
expenses
that
they
covered
out
of
pocket.
So
we
did
pull
this.
It
was
a
member
that
we
spoke
with
their
husband
and
that
was
hipaa
verified
and
that
the
husband
states,
the
member,
is
no
longer
with
the
company
they
have
cobra
with
maestro
health
and
their
coverage
ended
on
7
17
of
21
and
now
covered
by
blue
cross
of
north
carolina.
K
This
the
case
manager
provided
education
on
how
blue
cross
of
north
carolina
should
have
the
care
management
program
as
well.
He
states
that
they
have
tried
a
contact
number,
but
she
has
not
had
time
to
return.
The
call
yet
case
closed.
We
don't
cover
that
member
anymore
and
we
can't
give
a.
We
cannot
return
the
cobra
fees.
That
is
an
employer's
responsibility.
K
Should
they
choose
to
return
cobra
fees,
but
once
you're
covered
for
the
entire
month,
you're
covered
for
the
entire
month?
That's
how
cobra
works
and
then
they
were
at
blue
cross
of
north
carolina.
We
no
longer
have
that
member
as
coverage,
so
we
can
no
longer
assist
that
member
through
their
healthcare
journey.
K
They
were
trying
to
the
next
one
trying
to
pay
my
bill
and
no
one
can
respond.
It
says
that
maestro
health
call
log
indicates
that
the
customer
service
rep
attempted
to
call
back
the
member
on
11.
16
20
tried
to
call
the
member
and
voicemails
full,
so
the
member
was
sent
an
email,
no
additional
communication
to
from
the
member
until
105
of
21,
when
the
member
called
to
discuss
benefits,
no
mention
of
issues
making
payments.
K
So
if
we
reach
back
out
to
our
membership,
which
we
do,
we
record
every
single
phone
call,
we
reach
back
out
to
all
of
our
members.
If
they
don't
return,
our
phone
calls
and
they
don't
have
a
voicemail
or
their
phone
numbers
disconnected.
We
cannot
get
in
touch
and
work
with
them.
It
is
ultimately
on
their
responsibility
to
return
our
calls.
We
can
only
outreach,
so
many
so
many
times.
K
Finally,
the
last
one
I
don't
horrible
in
every
way.
No
one
has
ever
heard
of
them.
Ev
tpas
are
different.
You
have
an
id
card,
we
label
the
id
card
with
city
of
biloxi
or
any
of
our
clients
logos
to
make
sure
it
is
recognizable.
We
also
outreach
to
our
providers.
In
this
case
this
was
a
reference-based
pricing
case
again,
something
that
we're
not
doing
for
biloxi.
K
K
We
didn't
negotiate
the
network,
nor
do
we
want
to
and
so
of
this
we
just
have
to
make
sure
the
membership
understands
what
their
insurance
looks
like,
and
then
we
do
that
education
with
you
through
open
enrollment
and
so
some
of
the
assistance
through
jill
and
through
whomever
else
is
on
the
hr
team.
We
educate
those
members
and
create
custom
pieces
that
have
biloxi's
logo
on
it,
educating
those
members
and
making
sure
they
understand
what
their
benefits
look
like
today,.
K
The
paying
out
of
pocket
the
next
one
is
a
member
didn't
understand
that
her
fertility
coverage
wasn't
covered.
That
is
not
a
maestro
health
issue
that
is
the
planned
design
that
the
employer
put
in
place
with
self-funded
insurance.
You
can
build
your
plan,
however.
You
choose
to
you,
can
cover
fertility.
I
have
a
new
client,
that's
covering
laser
hair
removal
for
medical
necessity,
those
aren't
common
things
or
you
can
cover
gastric
bypass.
It
is
up
to
you
as
an
employer
what
you
choose
to
cover
for
this
employer.
K
E
And
y'all
do
not
cover
fertility,
drugs
and
and
that
sort
of
stuff
either.
So
that
could
happen
here
where
an
employee
gets
upset
that
you're
not
covering
something
then
writes
a
bad
review.
City
blocks
is
horrible.
Health
insurance
is
horrible,
you
know,
and
it's
nothing
that
you
did
but
they're
upset
and
so
that's
happening
over
and
over
and
over.
As
you
can
see
here,
yeah.
K
Reference
based
pricing
is
something
I
would
never,
especially
with
the
city.
I
would
never
talk
about
doing,
and
I
frankly
don't
talk
about
it
with
a
lot
of
our
clients,
because
it
is
create
some
cumbersome
processes
and
so
we're
not
looking
at
any
of
that
and
that's
what
our
negative
reviews
are
and,
as
you
can
see,
most
of
our
reviews
are
from
almost
two
years
ago
and
they
are
all
really
tied
to
reference
based
pricing.
K
H
A
couple
of
things
and
listen:
I
appreciate
you
coming
here
today.
The
committee
has
worked
with
you
on
on
a
couple
of
meetings
and
and
to
get
information.
I
appreciate
you
coming
here
today.
One
a
lot
of
people
don't
know
who
maestro
is,
and
that's
not
meant
to
to
be
a
negative,
but
so
we're
not
the
only
account
that
you
have
on
the
gulf
coast
or
in
this
area.
K
So
we
can
give
you
some
of
we
gave
union
county,
that's
north
carolina.
I
can't
disclose
any
that
are
here
that
they
did
not
give
us
permission
to
give
us
references
today,
and
so
we
ask
all
of
our
clients
for
references
or
if
we
can
mention
their
name,
but
we
have
university
of
texas
health
system
as
a
client.
We
have
dish
network
as
a
client
we
have
ingles,
which
is
in
the
carolinas,
is
a
large.
H
H
K
So
you
guys
have
a
structured
team,
psy
and
some
of
the
others
on
his
team
and
at
biloxi
have
already
been
working
with
that
team.
So
the
head
up
of
that
team
is
a
woman
named
lindsey
hammond
she's
based
in
the
dallas
fort
worth
texas
area,
and
then
she
has
a
team
below
her.
That
is
your
direct
contacts
that
handles
everything
to
do
with
city
of
biloxi.
K
H
So
we
talked
about
in
our
meetings
that
the
communication
piece
through
text
through
emails
through
teledocs
or
lack
of
a
better
word
talk
about
that
a
little
bit.
I
think
that's
important
for
the
rest
of
the
council
that
wasn't
in
this
committee
meetings
talk
about
that
service,
because
I
think
that
was
a
little
bit
of
a
game
changer
as
we
met
with
hr
and
you
and
some
of
the
council
members.
K
K
No
two
companies
are
the
same,
so
we
make
sure
that
our
our
information
reaches
your
membership
and
we
put
together
whether
it's
how
to
read
your
id
card,
how
to
read
your
eob
here's,
what
the
pieces
we
send
to
them
to
the
providers,
but
we
also
reach
out
to
the
members
where
they
meet
and
they
best
communicate.
So
we
have
created
text
message:
campaigns,
email
campaigns,
snail,
mail
campaigns.
Phone
calls,
however,
is
best
for
your
population.
H
K
Up
any
incentives
we
meet
with
our
clients
once
a
quarter,
preferably
in
person
obviously
non-pandemic
times,
but
we
have
quarterly
calls
that
are
set
up
with
hr
with
finance
to
make
sure
we're
on
track,
and
then
we
set
up
incentives
throughout
the
year
depending
on
which
plans
you
have
with
us,
and
so
it
could
be
as
simple
as
hey.
We
have
a
step
challenge
this
month.
At
the
end
of
it,
you
get
25
gift
card.
K
H
K
Let's
take
money
off
the
table
in
my
opinion,
and
I
know
we
talked
about
negative
reviews.
We
have
the
best
customer
service
that
I've
ever
experienced.
Customer
service
should
be
table
stakes,
but
it's
not.
We
have
the
best
team
and
the
best
source,
that
of
members
that
are
able
to
provide
know-how,
calm
conversations
and
direct
the
membership
to
exactly
where
they
need
to
go.
K
A
J
J
Is
this
insurance
going
to
cover
the
same
things
that
we
currently
have,
which
you've
answered
that
the
pre-existing
you
know
if
there's
customers
that
have
that
have
been
on
blue
cross
blue
shield
with
us
forever
by
switching
over?
If
they
have
this
or
this
or
this
they're
not
going
to
be,
and
there
may
be
some
kind
of
law
now
that
that
doesn't
allow
that,
but
they're
going,
that
condition
would
be
covered.
That
was
one
of
my
questions.
The
reviews
were
one
of
the
the
things
that
you
know.
I
saw
online
as
well.
J
As
you
know,
some
of
the
employees
in
the
city
brought
up
the
network
being
the
same.
Y'all
have
answered
that
so
basically,
the
only
issue
that
I
still
have,
which
isn't
a
maestro
issue,
is
the
premiums
and
deductibles,
and
as
long
as
we
can
to
you
know,
make
that
something.
I
have
no
problem
supporting
this.
As
long
as
we
you
know
can
come
to
an
agreement
on
the
premiums
and
deductibles,
so
that's
me
so.
I
A
J
B
Do
we
need
it?
I
wouldn't
be
able
to
finish
the
discussion.
We
come
to
vote
to
change
it.
We
had
no
problem,
doing
it
I'll
make
the
most
and
do
that,
but
I
just
want
to
make
sure
they
have
all
the
questions
answered
that
they
was
concerned
about
nathan
was
concerned
and
faith
was
concerned
right,
the
premiums,
something
else
we
got
to
handle
that
different.
We
have
different
options.
We
can
look
at
that.
Well
by
now.
The
key
is
there's
any
more
questions
for
sire
and
ashley.
H
H
I
think
we
meet
the
goal
of
saving
a
significant
amount
of
money.
Then
it
comes
down
to
the
decision
of
the
council
to
recommend
what
the
premium,
what
the
premiums
would
be
for
team
members.
We
can
wave
them
all
together
and
say:
hey
it's
no
cost.
We
have
that
power.
If
we
wanted
to,
we
keep
them
the
same.
H
You
know,
or
we
can
come
up
with
what
seems
to
be
reasonable.
Add
this
wellness
incentive
and
actually,
at
the
end
of
the
day
it
may
wash,
or
they
actually
come
out
ahead.
So
I
I
do
agree.
It's
two
separate
issues.
Mr
president,
one
do
we
shift
to
maestro
to
save
a
significant
amount
of
money
on
what
the
committee
has
recommended
already
and
then.
The
second
part
is
what
is
the
council's
will
to
where
those
premiums
need
to
be
now.
A
A
Mr
graven
withdrew
a
second
if
mr
lawrence
will
withdraw
his
motion
all
right.
We
already
have
that.
Currently
in
the
resolution
that's
before
us,
we
mentioned
we
named
maestro
there.
So
what
we're
looking
for
now
we're
in
the
middle
of
discussion
still,
and
we
want
to
be
sure
that,
because
there's
a
consensus
on
maestro
before
we
proceed
to
looking
at
what
the
employee
contributions
might
be.
A
B
B
E
B
A
L
Yeah
they
will
be
able
to
contact
me
but
like
they
do
have
information
on
the
back
of
the
card
so
once
in
a
while,
they
may
call
that
number,
but
anything
that
gets
escalated.
They
definitely
know
how
to
reach
me.
My
name
number
email
is
all
over
all
the
information
out
there.
So
and
courtney
definitely
knows
to
call
me
at
any
time
that
she
needs
me
so.
B
I
think
that's
a
plus,
because
a
lot
of
people
like
to
deal
personally
with
people
not
being
an
email
or
whatever,
so
we
have
that
opportunity
too,
and
you
can
save
a
lot
of
these
complaints
because
we
hate
it's
not
in
your
insurance
plan,
not
covered
very
simple
sure.
You
know
how
you
want
it's
not
in
there.
You
know,
can
you
put
it
in
there?
Well,
it's
something.
You'd
have
to
look
at
and
do
it,
but
right
now
it's
not
covered
just
using
that
particular
one.
K
Well,
and
part
of
that
is
for
us,
is
that
we
do
want
you
guys
to
feel
like
it
is
a
person
and
that's
one
of
the
things
I
think
we
do
differently
as
a
tpa
compared
to
blue
cross.
You
with
having
your
direct
line
and
your
direct
people
to
talk
to
you
talk
to
the
same
people.
If
they
have
a
customer
service,
they
form
a
lot
of
our
membership
forms
relationships
with
either
customer
service
or
their
nurses,
that
their
nurses
are,
who
are
they're
working
with
frequently
so
those
with
major
conditions.
B
B
I'm
only
going
to
make
a
lot
of
changes
coming
honestly
what
you
have
on
the
table,
I
think
we
ought
to
just
vote
down
and
then
start
all
over
because
you
got
stuff
written
in
there.
You
have
to
change
it
substitute
it
change
it
substitute
it
to
me.
Just
kill
it
and
come
back
and
put
emotion
on
the
table
to
go
with
maestro
and
the
four-tier
system.
That's
what
you
really
need
to
do
today.
B
B
H
I
I
just
want
to
chime
in
as
mike's
coming
up.
I
mean
we
have
a
resolution.
We
we
kind
of
picked
this
date
because
we're
trying
to
get
this
thing
done.
I
understand
what
mr
lawrence
is
trying
to
say
it
kind
of
muddies
the
water
when
you
start
amending
amended
resolutions
and
all
that
kind
of
stuff,
but
I
don't
know,
I
think
I
think
we
got
the
gist
of
the
the
insurance
program.
We
know
what
the
insurance
program
is.
We
now
need
to
settle
on
if
it's
going
to
be
two
tiers.
H
If
it's
going
to
be
four
tiers,
two
options-
and
I
think
there's
some
other
ideas
that
I
heard
today
that
we
might
need
to
discuss
that
might
be
fruitful
as
well.
So
I
understand
what
you're
saying
mr
lawrence
and
maybe
it'll
come
to
that,
but
perhaps
we
can
make
the
necessary
amendments
and
come
up
with
a
solution
today.
H
J
I
think
that
you
know
everybody
in
the
room
knows
if
they're
voting
for
or
against
maestro
to
make
the
change
we've
pretty
much
agreed
to
go
to
a
four-tier
plan
the
other
day,
and
so
I
don't
know
if
we're
going
to
have
one
or
two
options
and
that's
something
that
doesn't
even
have
to
be
done
today.
But
I
think
the
only
thing
that
we
have
to
come
up
with
is
what
our
pre
our
premiums
and
our
deductibles
are
going
to
be
for
those
four
tiers.
J
I
A
Thank
you,
mr
guns.
I
I
I'm
kind
of
in
the
the
same
perspective
as
mr
glavin
and
mr
barrett,
and
it
is
with
the
current
resolution.
We
have
enough
to
work
with
and
work
through.
We
do
need
to,
and
I
think
just
from
the
comments
unless
I
missed
something,
as
mr
barrett
said,
I
think
we
pretty
much
agreed
on
maestro
just
from
the
comments
that
were
made
and
that
being
the
case
then
do
we
want
to
have
a
base
option
and
a
buy
up
option.
A
That
was,
I
think,
still
a
point
of
contention
and
may
prove
not
to
be
a
point
of
contention.
We
talked
about
the
four
tiers
rather
than
just
two
tears,
and
I
I
think
there
was
some
agreement
with
that.
Is
that
accurate?
I
know
mr
lawrence
feels
that
way.
Mr
gaines,
on
four
tiers,
I
think
you're
in
favor
of
that.
I
think
I
think
we're
all
in
favor
of
that.
A
B
J
E
Right
I
mean
you
could
so
when
you
have
like
the
children
tear
you
could
have
one
child
or
four
children.
It
doesn't
matter,
it's
the
same
race,
so
it's
employee,
plus
children.
Okay,
if
you
want
to
do
a
three-tier,
you
could
do
like
employee
only
employee,
plus
one
or
employee,
plus,
two
or
more.
I
don't
recommend
that
I
don't
see
a
benefit
from
that
right
now,
you're,
giving
your
you're
giving
your
people
four
options
now
something
that
best
fits
them.
Okay,
and
what
we're
trying
to
do
is.
E
Like
I
mentioned
last
time,
you
pay
143
dollars
some
odd
to
the
reinsurance
company
for
a
family
unit
when
that
family
unit
is
truly
an
employee
spouse.
You
pay
somewhere
in
the
90
range.
So
what
we're
trying
to
do
by
doing
four
tiers
is
to
truly
pay
for
what
they're
getting
save
the
city
money,
where
we're
applicable
and
give
them
better
options.
E
B
E
A
E
A
H
B
H
A
E
So
my
understanding
is
the
resolution,
as
amended
is
exactly
what
y'all
are
talking
about
right
now,
except
for
there
are
blanks
in
here
for
what
we're
charging
employees.
What
you're
proposing
is
that
we
approve
this
as
it
is,
and
there's
still
blanks
for
what
we're
charging
the
employees
so
we're
going
to
have
that
discussion
later.
So
I
guess
you're
approving
it
as
is,
and
contribution
amounts
are
tbd.
E
A
H
A
E
D
A
Right
this
is
this
is
what
sun
needs
to
get
going,
but
then
you've
still
got
the
personnel
office
trying
to
line
up
things
so
that
they're
ready
when
employees
come
through
to
make
their
decisions
in
a
few
weeks.
So
that
being
the
case,
I
didn't
didn't
hear
a
second
yes,
mr
lawrence,
just
one
question.
B
A
H
What
I
would
propose
we
keep
the
employee.
I
think
this
is
the
consensus:
keep
the
employee
at
50,
employee
and
spouse
at
100,
employee
and
child
at
90,
and
maybe
employee
and
family,
at
125,
with
the
understanding
that
we
build
in
that
wellness
incentive
that
they're
going
to
get
some
credits
back.
H
C
Yeah,
no
those
contributions
the
blanks
can
be.
We
don't
have
to
rush
through
that
right
now.
Basically,
so
I
needed
to
get
engaged
to
make
sure
things
happen,
I'm
all
in
on
on
what
you
know.
I've
got
data
and
I've.
I've
done
some
arithmetic
on
those
specifics
and
we
have
options.
As
I
said,
you
know
you
know
basically
based
on
the
population
of
employee.
You
know
I
think,
you've
brought
those.
You
know
we
can
make
everything
the
same,
no
impact
to
the
to
the
employee
and
just
cost
us.
You
know
thirty,
three.
C
Again
the
opportunity
to
save
600
to
800
offsets
anything
we
would
choose
is
we
got
a
lot
of
flexibility
on?
We
want
to
keep
our
current
employees
and
don't
harm
them
in
any
way
financially
or
anyway,
keep
the
thousand
dollars
deductible,
but
new
employees,
which
we
will.
You
know.
I
think
we
need
to
look
at
in
detail
new
employees
at
2,
500
deductibles.
C
C
Well,
now,
we'd
actually
kick
your
payroll
up
to
match
any
new
contributions.
If
it
was
65,
195
spread
out
so
and
it
would
be
zero
impact.
You
know,
you
know
you,
your
folks
are
gonna
live
the
same
way.
You
know
the
same
deductibles
and
the
same
opportunities,
but
anybody
new
comes
on
board
going
to
2500.
C
E
D
C
Well,
yeah
and
again
this
is
a
plan.
Okay,
but
that's
what
I
said.
We
got
a
lot
of
blanks
to
discuss.
I
know
what
our
numbers
are
right
now
I
don't
know,
what's
gonna
you
know,
but
basically
there's
some
chunk
of
money
of
that
7
million
that
goes
out
of
our
pocket
is
going
between
a
thousand.
You
know,
deductible
and
2
500.
C
and
then
over
the
course
of
time
we've
replaced
ten
percent
of
our
employees
per
year.
You
know
you
know
this
benefit
is,
like
you
know,
a
raise
to
the
existing
employees
you're
going
to
get.
You
know
a
number
of
things.
By
going
to
this
plan
and
maestro
plus
our
you
know,
reducing
that
million.
We
you
know
we
out
of
pocket.
A
million
plus
you
know
whatever
it
is,
are
not
a
million
seven
million,
but
we
could
get.
B
C
Think
we
could,
we
would
take
some
time
and
massage
that
option.
I
just
you,
know
gonna
go
to
four
tiers
at
some
point,
a
plan
of
some
definition.
If
it's
legal,
of
course
it'll
be
good,
but
you
know
that's
what
I
would
say
for
my
business.
Okay
and
I've
run,
you
know
a
couple
of
them.
That's
what
I
would
do
right
so
we'd
hope
it'd
be
legal.
So.
C
E
Not
for
me
not
for
not
for
us
to
move
forward
with
maestro
and
get
that
process
going.
We've
kind
of
already
started
the
ball
rolling
and
we'll
continue
that
going,
but
for
jill
and
for
open
enrollment
and
for
the
employees
they
got
to
start
getting
documentation
together.
They
got
to
start
getting
the
back
end
systems
together
and
getting
the
pricing
in
there.
So
when
you
talk
about
keeping
everything
the
same,
are
you
talking
about
going
to
four
tiers.
C
This
is
this
is
what
I
would
do
and
act
like
everybody
on
the
thing
would
go
and
you
would
go
to
a
you
know:
buy
up
plan,
sure,
okay,
if
they
were
to
go,
buy
it
up,
it
cost
them
15
extra
a
month,
if
you
just
employ
only
I'm
putting
that
15
back
in
their
payroll.
Okay,
okay,
if
you
choose
to
go
employee
spouse,
okay,
you're
paying
a
hundred
dollars.
C
Okay,
the
difference
is
in
these,
and
this
is
the
population
based
on
account
that
extra
finance
that
I
would
pay
them
is
totals
to
372
000
right.
Okay,
I
you
know
this
juggis
level
understands.
We
got
an
opportunity
to
make
six
hundred
thousand
by
this
move,
and
maybe
eight
hundred
thousand-
and
it
only
cost
me
three
hundred
and
seventy
two
thousand
to
offer
the
same
thing
to
all
of
all
of
our
employees,
no
difference
to
them
right,
no
difference
to
the
end
user.
C
I
I
C
A
A
Jill
and
human
resources
is
dying
to
set
all
this
up,
so
everything's
ready
to
go
in
three
weeks
when
employees
come
through.
So
she
can't
do
any
of
that
until
she
hears
what
these
employee
contributions
are
going
to
be
for
each
of
these
four
different
categories
in
this
fortune.
Is
that
accurate,
ms
paul?
A
It
is
so
yeah
we
can
leave
here
today
and
say
I'll,
be
happy
and
jill
will
be
left
holding
the
bag
until
we
meet
again
to
talk
about
what
are
these
contributions
going
to
be
monthly
from
the
employees
and,
of
course
we
don't
meet
again
for
another
10
days,
as
psy
would
point
out
the
calendars
peeling
away
one
day
at
a
time.
So
there's
one
thought
that
comes
to
mind
because
mr
mr
glavin
had
mentioned
for
an
employee
only
fifty
dollars
for
employee
and
spouse.
A
A
So
if
mr
glavin
at
125
a
month,
gets
his
family
on
that
particular
tier
and
then
he
meets
all
his
wellness
requirements
and
he
gets
a
300
check
or
card.
Basically,
mr
glavin
paid
what
100
1500
for
the
year,
but
he
got
a
300
check
which
puts
him
back
to
paying
just
what
he
paid
for
this
year
that
1200..
C
I'm
all
for
examining
every
option
in
in
wellness
included,
so
I
mentioned
a
little
bit
of
something
about.
You
know:
reverse
basically
go
to
maestro.
Okay,
that's
several
then
determine
the
rates
of
existing
folks,
and
we
have
some
opportunity
to
put
the
new
hires
in
a
bracket
that
I'm
talking
about.
So
any
new
hire
comes
along
for
january,
one.
It
gives
you
another
room,
more
room
to.
E
C
C
A
A
A
C
L
Y'all
are
on
an
online
system
plus
we
have
to
let
the
employees
know
so.
We've
got
to
get
those
numbers
as
soon
as
possible
to
be
able
to
get
everything
set
up
and
the
employees
notified
of
the
changes
that
are
coming.
So
we
can't
wait
two
weeks,
especially
for
doing
the
13th
enrollment
plus
all
this
goes
into
effect
10-1.
So
we've
got
to
get
employees
this
information
as
soon
as
possible.
Next.
L
A
A
A
I
A
I
B
I
G
A
B
Thing
I'd
like
to
just
shoot
out
here:
not
do
it
the
insurance.
I
think
we
took
care
of
that
I'd
like
to
ask
the
mayor
to
look
at
three
percent
raise
for
employees,
but
that
would
do
to
our
budget
to
get
that
information
to
it
as
soon
as
he
can
to
put
it
on
the
table.
A
three
percent
raise
for
all
employees
since
2016
that
had
not
received
any
additional
money
of
funds
or
raises
to
see
what
the
cost
is,
how
many
people
have
taken.
B
I'd
like
for
you
to
look
at
a
three
percent
raise
for
all
the
employees
since
2016
I
had
not
received
any
raises
additional
money-
that's
probably
quite
a
few
of
them.
I
was
I'd
like
to
see
what,
if
you
put
that
into
the
budget,
what
that
would
make
our
budget
look
like
we
can
do
that.
We
can
examine.