►
From YouTube: City of Charleston Committee on Human Resources 8/25/22
Description
City of Charleston Committee on Human Resources 8/25/22
B
C
B
D
Chairman,
let
us
pray
our
deadly
father.
We
thank
you
for
our
many
blessings.
Lord
all,
that
you've.
Given
us,
we
ask
that
you
will
watch
over
our
employees
for
the
city
of
charleston
and
all
those
who
live
in
the
city
of
charleston.
We
ask
that
you
give
us
wisdom,
lord,
that
you'll
open
our
minds
and
you'll
guide
us
in
our
thoughts
and
in
our
discussions
today
for
it's
in
your
holy
and
precious
name.
We
pray,
amen.
B
A
Hurry:
okay,
thank
you,
councilman,
gregory
and
good
morning.
Everyone!
We,
our
purpose
this
morning,
is
to
ask
for
approval
for
our
draft
2023
health
care
budget.
So
we're
going
to
go
over
some
numbers
with
you,
jolene's
going
to
share
her
screen.
We
we
have,
of
course
the
mayor.
I
know
you've
already
seen
this
and
councilman
gregory,
because
we're
sheila
you
have
as
well
but
anyway
as
we
go
along.
If
anyone
has
any
questions,
please
let
us
know
start
with
our
first.
E
A
A
We
will
be
issuing
an
rfp
next
year
for
these
services,
so,
but
we
are
asking
to
renew
with
them
for
2023
vision,
we
still
are
have
a
contract
with
imed
that
goes
through
2023
for
our
vision,
which
is
our
only
fully
insured
insurance
product
for
our
hra
hsa
and
fsa
administration.
We
also
have
a
contract
through
the
end
of
2023,
with
optum
financial
and
for
our
stop-loss
reinsurance.
A
A
A
health
savings
account
is
a
plan
that
belongs
to
the
employee,
specifically
it's
portable,
which
is
one
reason
why
it's
it's
popular
with
our
younger
employees.
They
can
take
that
amount
with
them.
That's
money,
you
can
contribute
pre-tax
and
the
premiums
are
lower.
I
guess
the
the
only
real
downside
I
see
to
the
hsa
is
you.
You
cannot
take
advantage
of
the
pharmacy
co-pays
until
you've
met
your
full
deductible,
unlike
the
hra,
so
that
would
maybe
give
an
employee
who
is
taking
a
lot
of
prescriptions
or
anticipates
taking
maybe
some
expensive
prescriptions.
A
That
might
you
know,
cause
them
to
have
some
pause
about
going
to
that
account
or
to
that
plan.
But
those
are
the
two
plans
we
have
right
now.
The
fsa
is
a
flexible
spending
account,
that's
not
a
health
care
plan.
It
is
it's
it's
a
vehicle
in
which
employees
can
use
pre-tax
dollars
of
their
own
to
pay
for
out-of-pocket
medical
expenses.
You
can
use
it
for
co-pays
co-insurance,
dental,
because
I
don't
let
you
know
as
I
was.
You
know
talking
to
councilman,
mcgregor
and
sheila.
A
If
any
of
you
have
ever
had
a
crown
or
any
kind
of
dental
work,
you
know
how
expensive
that
can
be
the
advantage
of
having
a
flexible
savings
account.
Is
the
employee
like
if,
let's
just
say
you
decide,
you're
going
to
contribute
a
thousand
dollars
throughout
the
year?
That
thousand
dollars
would
be
divided
by
26
pay
periods,
which
is
how
many
the
city
has
it
would
come
out
of.
A
The
employees
check
pre-tax
in
26
equal
amounts,
but
the
the
the
really
positive
thing
about
an
fsa
is
not
only
are
you
using
pre-tax
dollars,
but
you
can
take
advantage
of
your
full
election
january
1
before
you
have
even
really
paid
anything
into
the
account.
So,
let's
just
say
january,
you
have
some
all
of
a
sudden.
You
do
realize
you,
oh
my
gosh.
I
have
this
dental
thing
I
wasn't
expecting.
I
need
a
root
canal.
I
need
a
crown.
You
can
access
that
whole
thousand
dollars
right
away
and
then
you
would
just
pay.
A
E
A
Or
even
just
routine
expenses,
if
you
just
want
to
put
500
in
and
just
pay
your
pharmacy
co-pays
and
your
coinsurance
with
that,
you
can
use
it
for
certain
over-the-counter
meds
you
can
buy.
You
know
pay
by
motrin
antacids,
and
you
know
those
things
can
actually
be
quite
expensive
too,
but
you
have
a
card
and
you
can
so
you
can
use
it
at
the
drugstore
for
those
kind
of
things.
A
A
So
if
an
employee
decides
to
put
in
five
hundred
dollars,
they
haven't
that
they
won't.
They
have
no
risk,
they
wouldn't
have
any
risk
of
losing
anything,
whereas
if
you
put
in
a
thousand
and
only
spent
500,
you
would
lose
that
500..
So
you
have
to
do
a
little
planning.
You
have
to
be
sure
that
you're
going
to
be
able
to
to
use
at
least
over
500
of
that
account,
but
I
just
that
is
not
a
health
care
plan.
E
So
so
this
year
we
have
a
few
changes
that
we're
recommending
for
the
hr
committee
to
approve.
The
first
change
is
the
most
the
biggest
increase
of
our
expenses.
This
year
has
been
in
the
pharmacy
section
and
so
we're
recommending
a
small
increase
to
the
copays
in
in
the
hra
plant.
So
the
we're
recommending
the
generic
copays
to
be
750
preferred
is
40,
non-preferred
is
60
in
the
specialty,
drugs
is
150,
and
this
would
save
the
city
100
000,
approximately
we're
self-insured.
E
E
E
Prescription
and
then
the
step
therapy
it
kind
of
walks
you
through
different
steps
before
you
get
to
the
most
expensive
drug.
That
doesn't
save
us
a
lot
of
money,
but
it
does
save
the
employee
money,
because
if
you
look
at
the
co-pays,
you
know,
you
sure,
surely
don't
want
your
employee
to
start
at
a
60
drug
when
they
can
maybe
start
at
a
generic
drug.
E
Additionally,
we
although
k,
went
through
a
very
extensive
discussion
about
the
hra,
we're
actually
recommending
that
we
eliminate
that
plan
this
year
and
go
back
to
a
traditional
ppo
for
that
plan.
We
would
keep
the
hsa
plan,
as
is
we've
gone
from
about
200
employees
in
the
hsa
plan
to
300,
so
we're
seeing
a
lot,
some
a
significant
increase
in
that
plan
and
participation
in
the
plan,
but
the
in
the
hra
we've
had
a
lot
of
employees
have
problems
using
the
plan
in
terms
of
the
provider.
E
Has
both
blue
cross
blue
shield
and
an
outside
provider,
which
we
tried
as
well,
are
forcing
the
employees
to
use
a
card
system
rather
than
a
direct
pay
system,
and
it's
become
very,
very,
very
complicated
for
the
employee
to
to
get
their
money
out
of
the
hra
and
to
use
it
and
we're
just
proposing
to
go
back
to
a
standard
ppo
plan.
So
this.
E
E
We
would
allow
employees
that,
whatever
balance
they
have
in
the
hra
account,
as
as
of
the
end
of
this
year,
have
one
year
to
spend
that
towards
their
new
ppo
plan,
so
any
expenses
that
they
would
have
that
they
would
be
able
to
carry
that
forward
and
use
that
in
their
ppo
plan.
We
just
feel
like
that.
That's
the
right
thing
to
do
is
to
allow
them
to
spend
down
that
money,
because
in
in
2023,
but
at
the
end
of
2023,
whatever
money
was
left
over
would
just
would
just.
E
We
would
just
eliminate
that
that
account.
So
with
that,
you
know
the
the
savings
of
the
1.2
million
dollars
basically
would
be
just
in
2023,
and
so
that
we
would
just
be
knowing
that
we
would
be
actually
giving
our
our
employees
a
better
plan
and
just
have
to
consider
that
in
the
budget
going
forward.
Additionally,
I'm
not
sure
I'm
going
to
pull
this
down
on
my
screen.
E
You
can't
see
this,
so
I'm
going
to
pull
it
down
a
little
bit
is
we're
also
doing
the
other
change
that
we're
recommending
is
because
we
are
eliminating
the
the
hra
account
for
the
employees.
We
are
looking
at
going
to
a
wellness
tracker
and
the
tracker.
It
would
do
multiple
things
for
us.
It
would
allow
the
employees
that
the
well
check
program
where
people
were
getting
in
like
incentives
or
rewards
for
getting
their
physical,
their
cancer
screens
their
dental
exams.
E
That
would
be
done
through
the
tracker,
so
we
had
budgeted
la
er
in
2022
of
98
000
for
that,
but
and
so
we're
gonna
budget
that
it
as
a
reimbursement
for
the
wellness
tracker
and
so
we're
eliminating
the
well
check
program,
the
fitbit
program
and
the
gym
reimbursement
program,
because
those
would
all
be
then
reimbursed
through
this
wellness
tracker.
So
right
now
hr
is
working
mary.
Our
wellness
nurse
is
working
on
that
with
procurement.
E
Looking
at
trying
to
pick
a
wellness
tracker
program,
we
think
that,
based
on
some
of
the
the
first
estimates
that
we
have,
we
think
this
will
cost
about
less
than
twenty
five
thousand
dollars
a
year.
But
to
be
conservative,
I
put
twenty
five
thousand
dollars
a
year
for
the
admin
of
that
and
a
hundred
and
eighty
thousand
dollars
a
year
for
the
reimbursements
of
either
some
sort
of
fitness
component
and
also
some
sort
of
component
for
the
well
check
program
that
we
have.
So
that
would
be
an
increase
of
the
38
250..
E
A
And
you
know
just
getting
back.
I
know
councilman
gregory
had
asked
me
to
explain
the
plans.
I
don't
want
to
assume
that
everyone
completely
understands
how
our
plan
works
now,
so
just
want
to
do.
Does
everyone
understand
that
we
are
self-insured
and
kind
of
what
that
means,
as
opposed
to
fully
insured?
I
just
want
to
make
sure
that,
because
I
do
run
into
that,
sometimes
even
with
employees
who've
been
here
a
long
time,
they
don't.
They
assume
that
we're
fully
insured
with
blue
cross
blue
shield
and
that's
not
the
case.
E
E
And
then
you
can
see
the
new
pharmacy
co-pays
and
then
you
know
after
you
pay
the
deductible
in
the
hsa,
then
you
would
revert
to
those
co-pays
as
well
and
then
I'm
sorry.
I
can't
even
see
I'm
so
far
away.
Oh
the
funding
into
the
plan,
so
we
would
only
fund
into
the
hsa
plan,
which
is
exactly
the
same.
Does
anybody
have
any
questions
on
this
councilmember
greg.
E
G
A
And
I
just
you
know,
I
do
want
to
stress
that
you
know
for
employees.
I
do
think
that
the
ppo
plan
will
be
so
much
easier
for
them
to
understand.
I
think
when
you
know
when
they
go
to
the
doctor,
they
know
it's
just
going
to
be
a
25
25
copay,
because
I
you
know
what
we've
struggled
with
over
the
years
with
the
hra
is
the
employee.
You
know
they
go
to
the
doctor,
they
get
to
the
counter
and
the
doc
a
lot
of
the
doctors
offices.
A
Don't
really
even
understand
the
hra
plan
and
they
sometimes
want
full
payment.
Sometimes
it's
not
the
correct
payment.
I
think
it's
just
been
very
confusing
to
employees
and
we
certainly
don't
want
to
have
a
plan
that
employees
don't
understand
and
they
don't
feel
like
that
they
can
use
when
they
need
to.
So
I
think,
having
the
traditional
co-pays
in
place
with
the
ppo
plan.
A
I
think
I
think
is
going
to
be
very
helpful
and
again,
as
jolene
said,
if
you,
if
you've
built
up
your
hra
balance
and
you've
got
money
still
in
that
account,
you've
got
through
the
end
of
2023
to
use
it
for
any
out-of-pocket
medical
expenses
that
you
have
so
so
anyway,
we
feel
like
this
is
a
better.
We
feel
like
it's
a
better
plan.
You
know,
overall,
we
think
that
that
employees-
we
just
you
know
since
our
office.
You
know
we
get
all
the
questions
and
the
calls.
A
E
Yeah,
I
think
it'll
be
simple,
it'll
be
simplified
and
it'll
be
easier
for
our
employees
to
use.
So
you
know,
if
you
have
a
child
that
is
sick
or
has
a
sinus
infection,
you
know
you're
only
going
to
be
paying
25
rather
than
you
know.
Am
I
in
the
dr
donut
hole?
Am
I
using
the
money
in
my
what's
my
80
or
you
know?
What
is
the
80
20
split,
the
20
that
I
have
to
pay?
E
G
G
E
E
G
C
E
Yeah,
no,
so,
rather
than
in
calling
it
the
gym
reimbursement,
it's
going
to
be
part
of
a
wellness
benefit.
So
people
like,
for
example,
I
I
don't
go
to
the
gym,
but
I
I
like
to
walk
so
people
who
and
a
lot
of
people
who,
during
the
kobe
that
have
left
their
gyms
and
done
things
like
biking,
running
walking.
You
know
yoga
in
the
park.
You
know
things
like
that,
and
so
we
want
to
try
to
reward
people
for
being
healthy
other
than
just
going
to
the
gym.
E
But
we
just
felt
like
that
that
we
needed
to
come
up
with
a
more
comprehensive
wellness
tracker
program
so
that
more
people
can
be
rewarded
for
healthy
behaviors,
because
you
know
just
losing.
If
anybody
can,
you
know,
get
become
healthier,
lose
some
weight
that
really
reduces
the
the
impact
on
our
medical
claims
as
well.
A
A
You
know,
I
think
they
do
it
once
a
quarter
deposit
it
into
your
hra
account,
but
you
know:
there's
always
money
coming
in
and
out
of
that
account
sometimes
employees
don't
really
see
it
or
feel
it
or
even
realize
that
they're
getting
that,
whereas
with
the
tracker
they're
actually
going
to
get
money
they're
going
to
get
a
check
they're
going
to
get
actual
dollars.
So
I
think
you
know
it's
helpful
in
that.
They'll
actually
feel
that
those
reimbursement,
those
rewards,
which
is,
of
course
that's.
A
E
So
we
know
when
we
talk
about
giving
cash
rewards,
it
will
be
included
in
your
your
tax
at
the
end
of
the
year
that
they'll
be
added
to
your
wga
w-2
at
the
end
of
the
year,
so
that
it
will
be
a
taxable
benefit.
But
I
I
think
the
employees
will
still
like
this
option
better,
but
just
for
all
the
tax
accountants
that
are
on
the
on
the
call
just
so
you
know.
A
There's
abs
there's
really
not
much
way
of
giving
people
money
without
the
irs,
getting
there
fair
share.
So,
yes,
we
will
they'll
be
sending,
though
what
they'll
do
is
they'll
send
a
file
at
the
end
of
the
year
for
anyone
who's
gotten,
you
know
cash,
you
know,
disbursements
and,
and
it
will
be
added
to
their
w-2
as
earnings,
but
they
still
think
employees
will
appreciate
it.
I
think
they'll
like
that,
the
ones
we've
looked
at
actually
have
also
messaging.
A
So
once
we
get
everybody
signed
up
on
the
app
you
know
and
pretty
we
have
discovered
that
pretty
much,
even
though
all
our
employees
don't
have
city
email,
almost
everyone
has
a
smartphone.
So
once
you
have
an
app
and
you
you
know,
you
just
have
it
on
your
phone.
You
have
a
login,
we
can
actually
message.
We
can
put
messages
out
like
reminders.
A
Hey
the
health
fair
is
coming
up,
you
know,
make
sure
you
come.
You
know
we're
going
to
have
all
of
this
available
the
healthcare
and
it
can
be.
You
know
we
could
be
constantly
messaging,
not
just
employees
who
have
email,
but
also
just
you
know,
everyone
who
has
this
app
on
their
phone,
so
I'm
kind
of
seeing
a
lot
of
different.
You
know
potential
uses
for
this.
E
D
Yeah,
just
I'd
just
like
to
comment,
and
I've
admitted
to
jolene
and
mckay
that
my
eyes
kind
of
glaze
over
when
it
comes
to
medical
insurance.
That's
why
I
let
sandy
handle
it,
but
I
guess
because
this
is
more
traditional.
Even
I
somewhat
understand
what
we're
proposing
to
do
here
and-
and
so
it
seems
simpler,
so
I
I
would
hope
our
employees
would
use
it
more
and,
as
mentioned,
that
would
hopefully
lead
to
better
health
and
well-being
for
our
employees.
D
D
E
Well,
I
have
one
more
slide
of
numbers
for
for
us
to
go
through,
so
hopefully
I
can
go
through
this
pretty
quickly.
So
since
we
are
like
we
said,
we've
talked
about
we're
self-insured,
so
we're
we're
anticipating
paying
about
20.7
million
dollars
in
medical
claims.
That's
medical
and
pharmacy
is
in
that
number
the
dental
is
1.2
million.
We
will
receive
back
1.1
million
dollars
in
rebates.
E
You
can
see
the
fully
insured
vision
plan
cost
us
around
133
000
and
then
the
plan
design
changes
that
we're
recommending
from
the
from
the
first
page
is
saving
us
about
a
million
dollars
and
the
admin
cost
is
the
907,
the
stop-loss
fees,
the
1.7,
the
hsa
contributions.
That's
assuming
that
we
have
about
300
people
in
there
and
the
split
between
individual
and
family
and
then
also
the
hra
contributions
are
in
there
if
we
don't
eliminate
the
plan,
so
so
they
come
in
and
out
of
that
plan.
E
So,
but
so
if
we
do
not
accept
the
recommendations
of
switching
to
the
new
ppo
plan,
we
would
have
about
a
seven
percent
increase
with
these
changes
were
at
2.4.
So
so
the
number
of
the
22.6
is
the
health
insurance
minus
and
so
that
that
number
is
very
close.
The
actuaries
from
aeon
run
their
numbers.
They
they
thought
that
we'd
be
about
22.5
million.
I
I'm
a
little
bit
more
conservative
they're.
E
You
know
I
came
up
with
the
22.6
million,
so
I
think
that's
a
good
number,
it's
about
a
two
and
a
half
percent
increase
from
last
year's
budget
and
then
we're
at
an
overall
budget
of
3.4
per
employee
enrolled.
So
we
have
a
slight
decrease
in
the
number
of
employees
right
now
we
have
about
only
1540
employees
in
the
plan
right
now,
but
you
know
obviously,
hopefully
we'll
we'll,
fill
some
of
those
open
vacancies
and
we'll
be
back
up
to
what
we
normally
budget
for
for
healthcare.
E
The
other
numbers
are
pretty
consistent
with
last
year
the
the
fsa
we
talked
about
the
flexible
spending
account
I
mean.
I
think
that
is
a
great
way
to
to
supplement
your
your
medical,
spend
I've
done
it.
Every
year
I
usually
always
thin
through
all
my
money.
My
family
is
pretty
healthy,
but
still
something
always
comes
up.
You
know
I
you
know.
I
always
need
a
new
pair
of
glasses.
You
know
I
need
to
get
a
cavity
filled.
E
You
know
you
know
who
knows
my
son
needs
to
go
to
the
chiropractor
like
a
trillion
times,
but
you
know
whatever.
So
you
know
you
know
I
usually
spend
that
money
every
year
and
it's
something
that
I
highly
recommend
for
every
employee,
the
cobra
and
retiree
administration.
That's
for
the
billing
of
those
of
those
employees,
or
you
know,
employees
that
have
left
us
the
wellness
program.
E
You
know
like
I
said,
and
that's
where
the
gym
reimbursement
was
originally
in
there
and
so
that
money
we
take
out
we've
taken
out
as
part
of
that
there's
the
health
fair
is
still
in
there,
the
diabetes
program.
It
cost
us
about
twenty
thousand
dollars
a
year.
To
run
that
program,
we
haven't
been
getting
a
return
on
investment
report
for
a
while,
so
we're
so
instead
of
budgeting,
the
savings
we're
just
budgeting
the
actual
cost.
The
diabetes
program
is
a
great
program
for
anybody
who's.
A
diabetic.
E
If
you
participate
in
the
program
and
you
meet
with
a
wellness
coach,
then
you
get
your
drugs
and
your
supplies
free.
So
that
includes
any
insulin,
any
other
diabetic
drugs
you
need
and
any
heart
medicine
like
blood
pressure
or
cholesterol.
Medicine
is
all
free.
As
long
as
you
participate
in
the
program
and
really
you
know,
we've
always
budgeted
a
savings
and
I
really
think
that
we
are
still
saving
money
by
by
having
the
program,
but
because
we
we
don't
have
a
return
on
investment
report
right
now.
A
And
they're
being
they're
meeting
with
a
pharmacist
coach
and
an
external.
Obviously
we
don't
have
pharmacists
in
the
city,
but
they're
actually
meeting
with
a
pharmacist
coach
and
how
many
times
during
a
year
they
meet
with
the
pharmacist
coach
kind
of
depends
on
whether
or
not
they're
controlling
their
a1c
yeah.
E
The
next
line
is
the
vaccines
you
know
for
for
the
flu
and
the
cobit.
You
know
we
don't
have
as
many
people
participating
in
that
program
on
site.
You
know
some
people
go
get
their
own
flu
shot
or
vaccine
booster.
You
know
at
other
facilities,
but
so
we
think
that
the
39
000
is
just
for
the
on-site
vaccines
and
the
wellness
program.
E
That's
just
the
programs
that
mary
that
the
wellness
nurse
runs
and
then
you
can
see
the
well
check
comes
out.
The
vendor
for
the
new
wellness
tractor
is
put
in
there.
We
moved
some
of
the
money
from
the
weight
loss
program
into
the
wellness
tracker,
the
firefighter's
mental
health
coverage-
that's
something
that
we've
done
year
over
year
since
the
fire
and
then
the
affordable
health
care
act.
The
big
quarry
fee
is
what
we
pay
just
based
on
the
irs
calculation
that
goes
up
slightly
every
year.
E
So
with
that
you
know
we
have
an
overall
increase
of
3.1,
which
is
great
trend,
is
around
six
percent,
so
we
always
try
to
stay
below
that.
I
think
with
these
recommendations,
I
think
this
is
a
great
plan
for
our
employees
and
it's
pretty
fiscally
responsible
as
well.
So
does
anybody
have
any
questions.
E
Okay,
so
then
I'll
go
over
the
premiums,
so
we're
gonna
keep
the
premiums
for
the
hsa
plan
the
same.
Obviously,
you
know
we're
eliminating
the
hra
rate.
If
you
and
we,
the
new
ppo
rates-
are
very
comparable
to
the
hra
rate,
and
we
you
know
we
did
that
on
purpose,
to
try
to
keep
those
rates.
At
the
same,
you
know
that
the
plan
does
cost
us
a
little
bit
more,
so
there's
a
small
increase
in
there.
The
vision
are
the
same,
and
the
dental
has
gone
up
slightly.
E
E
E
If
you're
in
the
old
grandfather
ppo
plan,
you're
going
to
be
playing
a
little
bit
less
and
depending
on
which
category
you
are
in
because
some
of
the
retirees
shift
in
between
these
categories,
depending
on
their
family
situation.
So
these
are
the
rates
for
the
retirees
for
next
year.
The
rates
calculation
is
has
been
what
we've
done
all
along.
E
Basically,
you
take
the
cobra
rate,
which
is
the
rate
you
know
that
they
that
the
actuaries
calculate
to
determine
what
what
the
plan
cost
per
category
minus,
what
the
city
contributes,
which
is
always
trended
up
by
the
cpi.
This
year
we
used
the
4.7
trend
for
cpi
for
medical
costs,
which
was
I
pulled
out
of
the
southern
region.
So
it's
about.
That
is
what
we
it's
not
exact.
You
know,
but
it's
close
to
around
that
4.7
and
then
subtracted
is
what
they
pay.
E
E
Sure
so,
just
in
basic,
I
know
that
councilmember
warren
had
asked
us
if
employees
over
that
are
medicare
eligible
if
they
can
be
taken
off
of
our
plan
and
that,
if
you're
an
actual
employee,
that's
not
you
can't
do
that
so
as,
but
you
can
do
that
as
a
retiree
in
the
retiree
program
and
when
we
originally
went
and
we're
starting
to
re
required
to
report
our
opeb
liability.
That's
on
our
financial
statements,
which
I
believe
was
in
2006
or
2007.,
my
memory's
a
little
shaky
back
that
far.
E
But
I
can't
I
can't
remember
exactly
what
year
we
did,
but
whenever,
whatever
year
that
we
initiated
our
opeb
calculation
and
had
to
start
reporting
that
liability
on
the
financial
statements
was
the
year
that
we
shifted
the
retirees
from
being
able
to
stay
in
our
plan
forever
to
that
whenever
they
became
medicare
eligible
that
you
can
come
off
the
plan.
So
at
the
at
that
point
we
looked
at
that
and
we
realized
that
that
would
save
the
money.
E
The
city
some
money
on
our
overall
liability
and
that's
been
in
effect
since
since
since
that
that
year,
so
we're
not
proposing
any
changes
to
that,
and
because
of
the
way
that
the
law
is
set
up
in
the
compliance
issue.
Is
that
as
if
you
are
an
employee
and
that
we
can't
change
that
requirements
for
if
your
medicare
are
eligible.
So.
A
It
you
would
be
discriminating
against
a
certain
category,
yes
or
of
of
your
employee
base.
Basically,
if
you,
if
you
work
for
the
city,
you
have
you
have
the
same,
you
have
the
same
options
of
the
same
benefit
package
as
all
employees.
We
can't
we
can't
give
you
a
lesser,
you
know,
benefit
or
exclude
you
from
any
benefits
because
of
age.
F
Mr
chairman,
keith
ware
right
julie:
can
we
offer
it
as
a
choice?
Not
a
mandatory.
Can
there
be
another
choice
if
I'm,
if
I'm
and
I
am
over
65
and
if
I
wanted
to
choose
in
particular
now
this
is
very
new
for
for
everybody,
so
nobody
has
any
information
on
this.
You
know
the
package
that
was
just
passed
through
that
the
president
signed
that
will
reduce
medical
prescriptions
for,
for
you
know,
retirees
people
on
medicare
if
they
had
a
choice
to
go
to
a
medicare
supplement
versus
the
city
plan.
F
I'm
not
saying
mandatory
you've
answered
that
question
and
thank
you
for
researching
that.
I'm
just
wondering
if
there's
a
better
option,
potentially
for
a
person,
65
and
older,
by
going
to
supplemental
route,
because
at
65
you
have
to
sign
up
for
medicare
anyway
versus
what
they
pay
as
a
employee.
All
whether
the
coverage
would
be
more
comprehensive,
you
can't
force
them.
I
get
that,
but
if
they
had
a
choice
I
don't
know.
F
E
I
I
think
I
mean
any
employee,
has
a
choice
of
whether
or
not
to
pick
up
our
plan.
You
know
I,
I
know
there
are
several
employees
who
have
the
option
for
tricare
that
and
they
choose
to
take
the
tricare
instead
of
of
the
city's
plan.
We
we
could
definitely
look
into
that
and
talk
to
about
what
we
would
be
legally
allowed
to
encourage.
I
mean
I,
I
don't.
I
don't
really,
I'm
not
really
sure
on
what
what
what
the
compliance
is
on
encouraging
that,
but
I
mean.
F
A
D
F
A
We
we,
I
know
that
we
have.
I
can't
I
can't
really
think
of
a
name
right
off
top
of
my
head,
but
I'm
I'm
certain
that
that
has
happened
and
especially
now,
where
peba
has
actually
changed
their
rules.
They
don't
have
that
ten
thousand
dollar
cap
in
place
for
a
while.
You
really
were
very
discouraged
from
coming
back
to
work
to
a
covered
employer
once
you
retired,
because
you.
E
A
F
C
They
do
have
they
have
to
pay
in
and
we
have
to
pay
in
as
well
and
that
that's
kind
of
the
one
downside
I
think
even
now,
that
the
earnings
limits
aren't
in
place
when
they
think
about
that.
If
they
come
to
a
piva
employer,
they're
still
gonna
have
to
pay
nine
percent
in
and
never
see
that
and
that's
not
going
to
factor
into
their
retirement.
Sometimes
that
might
make
them
look
at
other
employers
where
that
contribution
is
not
required.
A
B
Like
the
mayor
said,
you
know,
I
think
you
guys
have
been
quite
thorough
in
helping
people
who
really
don't
understand.
You
made
a
little
bit
more
understandable
to
the
committee.
I
mean
it's
up
to
us
now
to
make
a
determination
as
to
whether
or
not
we're
going
to
approve
and
send
this
forward.
Do
I
hear
a
motion,
a
move.
B
D
F
E
Oh,
let's
see,
I
don't
know
what
it
is
for
the
other
ones,
but
you
can
see
we
spend
about
fifteen
thousand
per
and
per
in
enrollee
format
foreign.
So
I
mean
I
think
that
amy
budgeted
budgets
around
40
of
their
salary,
which
goes
towards
benefits.
Amy.
Is
that
right?
I
think
I
think
I
saw
you
on
here.
Yeah,
that's
right!
It's
a
little
bit!
I
don't
it's
a
little
bit
more
than
just
40.
I
don't
know
exactly,
but
it's
in
the
40.
D
F
See
the
reason
I'm
asking
that
question:
if
you
took,
we
just
took
the
minimum
wage,
basically
up
to
15
out.
If
you
took
that
times
2080,
which
is
you
know,
forty
hours
a
week.
Fifty
two
weeks,
that's
thirty.
Two
thousand
two
hundred
the
medical,
just
the
medical,
is
roughly
fifty
percent
of
that.
So
by
the
time
you
add
again
of
the
other
french
benefits,
I
think
on
the
on
the
lower
page
or
the
average
employee.
It's
probably
it's
more
than
40,
it's
probably
around
50,
maybe
60.
A
F
Somehow
it's
almost
like,
they
got
a
great
package,
no
doubt
about
it,
but
you
know
they
walking
with
their
feet
going
to
the
private
sector
for
a
lesser
package
and
the
dollar
per
hour.
You
know
two
dollars
an
hour
is
a
incentive
for
them
to
leave
because
they're
saying
we
got
to
buy
grocery
now
and
we
got
to
pay
for
rent
now,
and
you
know
I
get
the
retirement
and
I
get
the
disability,
but
I
got
to
feed
my
family
now.
F
Somehow
you
know
collectively
you
got
to
try
and
cure
that
you
know
where
you
know
you
get
40,
plus
percent
vacancy
rate
in
public
works.
I
mean
we
appropriate
the
money
for
the
mayor
to
go
out
and
you
all
hired
these
people.
If
these
people
not
fill
in
the
slots,
it's
hard
to
carry
out
the
mission
of
the
city
and
just
deliver
services
anyway.
That's
why
I'm
kind
of
interested
in
that
number
right.
B
G
C
G
So
if
I
mean
these,
the
we
gave
a
raise
up
to
fifteen
dollars
an
hour,
but
the
councilman
wearing
point.
If
you
gotta
buy
groceries,
you
know
and
you
gotta-
I
mean
it's
a
dollar
fifty
an
hour
out
of
the
paycheck,
so
net
to
them
is
13.50
or
somewhere
around
there
give
or
take.
Is
there
any
way
to
make
it
where
they
don't
have?
G
A
No,
I
I
no
sir,
absolutely
there's,
there's
not
and
regular.
Regular
part-time
and
regular
full-time
employees
are
required.
You
know
jupiter
to
contribute.
That's
not
really!
That's
not
our
rule.
That's
a
that's!
A
fever
rule
to
be
in
their
plan.
We
do
know.
Seasonal
and
temporary
employees
are
not
required
to
contribute.
They
have
the
option
they.
If
they
don't
want
to
contribute,
they
sign
a
non-election
form.
A
G
A
It's
kind
of
a,
I
guess:
it's
a
double-edged
sword
I
mean
you
you're
right
at
that
rate,
having
anything
come
out
of
your
check,
additional
is
tough.
I
mean
it
is,
but
at
the
same
time
everybody
is
going
to
be
retirement
eligible
one
day
and
at
some
point
in
your
life,
you're
going
to
need
a
retirement,
because
social
security
is
most
likely
not
going
to
take
care
of
all
of
your
needs.
So
I
mean
I
have
seen
employees
at
that
level.
A
You
know
in
our
lower
grades,
retire
with
you
know,
with
a
decent
retirement
check
that
they're
guaranteed
to
get
every
month
for
the
rest
of
their
life,
so
it
it
does
kind
of
force
them
to
put
some
money
back
and
plan
for
the
future.
So
while
it
is
tough
to
have
it
come
out
right
now,
you
know
at
some
point
in
their
lives.
They
they
actually
will
probably
appreciate.
Having
that
benefit.
B
A
I
I
the
only
I
guess
the
only
thing
that
I
can
think
of
right
off.
The
top
of
my
head
that
would
offset
it
would
be,
would
be
a
pay
increase
if
we
just
simply
paid
them
an
additional
nine
percent.
You
know
for
their
contribution.
It
would
just
you
know
you
just
basically
just
have
to
give
it
back
to
them
and
pay
which
again
we,
I
think
we're
all
hoping
to
get
a.
A
You
know
significant
pay
increase
for
our
employees
in
january,
so
I'm
hoping
that
it'll
be
better
for
everyone,
but
I
can't
I
really
can't
think
of
any
other
way
or
you
know
unless
you
just
you,
you
have
it
deducted
from
your
check
and
you
figure
out
some
way
that
you
can
afford
to.
Actually
you
know,
I
guess,
reimburse
them
for
that
money
and
the.
C
F
All
I
agree
with
all
of
that:
listen,
the
retirement
piece,
I
think
that's
well.
Medical
and
retirement
probably
best
benefit
we
really
have.
But
hypothetically,
if
we
had
a
you
know,
let's
say
we
got
a
cadillac
plan.
It
is
a
very
good
plan.
So,
let's
just
say
we
had
a
choice
of
a
chevrolet
yeah
chevrolet
cadillac
plan.
F
F
Is
it
could
we
do
that
if,
if
it
was
a
plan
a
and
then
there
was
plan
a
plus-
and
this
is
let's
say
this-
is
the
a
plus
that
we
just
voted
on
to
approve
and
I'm
gonna
vote
on
that
at
council
to
approve
it.
But
if
there
was
a
plan
plan
a
and
I
left
the
plus
off,
whatever
those
benefits
are
and
that
savings
could
that
flow
through
to
my
paycheck?
F
F
Things
begin
to
wear
out
hot
bypass
things
like
that,
but
but
I'm
just
wondering
if
we
had
a
plan
where
people
had
a
choice
because
we
spending
the
money,
I
mean
we
are
spending
good
money
on
this
and
miss
pope.
You
just
came
up
with
something
that
I
don't
think
that
we
do
a
good
enough
job,
and
I
said
we
I'm
talking
about
all
of
us,
not
not
your
department,
the
match
that
we
put
on
that
retirement.
C
They
do
we
explained
that
to
them
in
new
hire
orientation,
so
we
just
had
a
class
start
on
monday
and-
and
I
do
think
that
helps
put
it
in
perspective
when
they
see
that
high
number
that
we're
contributing
you
know
pretty
much
double
that
amount
on
their
behalf.
We're
making
a
big
investment
in
them.
F
I
I
just
kind
of
feel
bad
that
some
of
these
people,
leaving
for
lesser
benefits
and
I'm
just
using
the
example
for
two
bucks
an
hour
more.
You
know
in
some
cases
three
bucks
an
hour
more
and
when
you
add
the
two
all
the
benefits
together,
the
city's
paying
the
money
for
these
people
actually
to
be
here-
and
I
just
wanted-
there's
some
kind
of
way
we
can
create
out
of
the
dollars.
We
already
spending
that
if
an
employee
had
an
option
b
to
choose.
C
C
C
F
E
Well
and
you
in
some
years
we
if
we
come
significantly
below
budget,
we
do
give
a
a
health
care
premium
rebate
in
december.
If
we
come
across
a
year
that
we
have
significant
savings
in
our
health
insurance
budget,
but
but
because
we're
self-insured,
you
know
we
don't
pay
a
premium.
We
only
pay
the
administrative
fee
to
to
blue
cross
blue
shield
and
and
we
we
pay
all
of
the
healthcare
claims
ourselves.
E
D
D
So
I
was
just
going
to
suggest
that
when
we
do
the
enrollment
every
year
that
we
that
we
have
a
sheet
or
some
kind
of
recap,
of
all
those
things
like
the
city
contribution
to
the
retirement
and
everything
else
that
that
our
benefit
package
consists
of
and
try
to
get
it
down
to
either
a
percentage
or
dollars
per
hour.
Sorry,
my
dog's
barking
and
remind
everybody
each
year
when
they
re-enroll
just
just
what
the
value
of
those
benefits
are
just
an
idea.
C
To
mention
to
councilmember,
where,
when
you
asked
about
kind
of
rewarding
people
for
for
doing
for
being
healthy
and
for
not
costing
the
plan,
we
do
that
in
a
way
through
the
well
check
program
which
will
now
go
through
the
fitness
app.
So
if
you
go
get
a
physical
every
year
and
that
would
be
covered
100
on
either
plan,
we
would
give
you
fifty
dollars.
C
F
Yeah
believe
me,
that's
that's
good,
but
so,
but
I
guess
this
question
is
that
the
jolie?
If,
if
everybody
was
on
the
ppo
plan,
we
would
have
the
hard
costs
we
would
know
on
the
on
the
hsa
plan,
if
there's
a
savings,
because
I
wasn't
sick,
it
just
kind
of
I
guess
in
those
to
the
city
versus.
If
you
were
over
in
the
ppo
plan,
you
got
a
hard
premium,
for
I
don't
know
1540
employees
or
whatever
it
is
at
the
end
of
the
year.
F
F
At
that
point
we
could.
We
wouldn't
notice
the
cost
differential
in
that
particular
case,
but
anyway,
I'm
just
trying
to
cast
a
wide
net
to
see
it.
If
there's
any
way,
if
a
person
were
to
choose
lesser
benefits,
if
that
savings
would
flow
through
to
their
paycheck,
that's
trying
to
find
a
way
to
do
that.
I
guess
and
miss
pope.
You
just
came
up
with
one
example:
there
fifty
dollars,
if
I
took
it
physically,
but
just
won
the
business
because
god
knows
we,
the
city
is
laying
the
money
out
just
said.
F
F
E
Could
we
can
look
into
that?
You
know
for
something
to
do
for
the
following
year.
You
know
to
see
if
there's
some
way
to
reward,
but
we
usually
do
try
to
give
at
the
end
of
the
year
to
all
employees
that
are
enrolled
in
the
healthcare
we'll
give
them
a
health
care
saving.
What
do
you
guys?
Call
it?
What
kind
of
premium
rebate
a
premium
rebate,
so
we've
saved
a
lot
of
money
and
people
have
been
healthier
than
in
years
and
we
come
in
below
budget.
E
We
try
to
give
money
back
in
december
to
the
employees
based
on
on
how
much
money
we've
spent,
and
we
do
those
in
the
years
that
you
know
that
we're
significantly
under
budget.
We
try
to
give
the
money
back
to
the
employees
based
on
what
we've
budgeted
through
that
premium
rebate.
So
we
do
do
that
and
we
try
to
you
know
just
incentivize
all
employees
to
be
as
healthy
as
possible
by
doing
everything
they
need
to
do
by
getting
their
physicals.
We
reward
them
that
way.
E
E
So
but
we
we
can
look
into
that
and
as
we
we
do
our
we're
going
to
do
the
rfp
starting
in
january
for
2024..
You
know
there
might
be
some
way
that
we
can
figure
out
a
way
to
to
build
that
into
the
new
program
for
2024,
but
that
that's
an
excellent
idea
to
try.
Try
to
give
money
back
to
employees
who
are
healthy.