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From YouTube: Clearwater Benefits Committee Meeting - June 30, 2022
Description
View the June 30, 2022 city of Cleawater Benefits Committee meeting.
A
Good
morning
it's
1005
on
june
30th
today
is
our
third
benefits
committee
meeting
today
we're
going
to
talk
about
our
claims,
experience
our
medical
renewal
projection
and
some
different
scenarios.
We've
come
up
with
regarding
that
renewal
and
then
there'll
be
some
open
discussion,
so
I'm
gonna
hand
it
over
to
sean
fleming
to
start
discussing
our
claims
experience.
B
Looks
like
everybody
has
a
handout,
you've
probably
already
gone
through
every
page,
so
taking
that
into
consideration
I'll,
be
somewhat
brief
on
some
of
the
first
pages,
because
we'll
probably
get
to
what
everybody
wants
to
talk
about,
but
if
you
guys
want
to
go
ahead
and
kind
of
open
up,
we've
got
two
changes
with
claims
experience
like
that
to
show
everybody's
reference
on
the
bottom.
We
have
the
prior
year,
which
was
last
year,
and
then
we
have
year
to
date
in
2022.
B
the
reason
we
have
both
for
you
as
we'll
talk
about
with
projection.
Is
we
always
look
at
the
last
12
months
when
it
comes
to
looking
at
projecting
medical
expenses
and,
as
I
think
most
of
you
were
here
at
our
last
meeting,
as
you
kind
of
know,
claims
costs
overall,
not
just
city
of
clearwater,
but
industry-wide
claims
costs
have
been
pretty
high
in
the
last
year
and
a
half
as
we've
I'll
use
this
term
lightly.
But
as
we've
come
out
of
the
pandemic,
you
know
we've
seen
a
couple
of
things.
B
We've
seen
a
lot
of
people
catching
up
on
medical
services.
They
didn't
have,
as
a
result
of
that
we've
had
an
increased
number
of
cancer
claims
for
people
missing
those
preventative
screenings,
and
then
you
know
just
some
other
things
going
on.
I
think,
as
people
put
off,
we've
also
seen
a
lot
of
different
orthopedic
claims.
You
know
knees
shoulders,
hips
things
that
people
probably
put
off
during
the
pandemic.
B
A
couple
of
us
were
talking.
You
know
ahead
of
the
meeting.
Even
you
know
noting
that
some
people
there,
you
know
as
they're
planning
to
retire,
maybe
making
sure
they
get
things
done,
while
they're
still
on
the
plan.
So
just
a
lot
of
interesting
things
in
play.
On
top
of
that,
we're
seeing
a
lot
of
increased
pharmacy
costs
industry-wide
and
a
lot
of
that
a
lot
of
pharmaceuticals,
even
if
the
drug
doesn't
come
from
overseas,
a
lot
of
the
raw
materials
do
so.
B
So,
taking
a
look
just
going
through
real
quick
in
case
anybody's,
not
super
familiar
with
it
on
the
top,
the
first
column
after
the
month
is
our
planned
funding.
So
that's
the
number
of
enrolled
employees
in
each
tier
multiplied
by
those
funding
rates
that
we
said
at
the
beginning
of
the
year,
so
about
8.2
million
in
planned
funding
year
to
date
of
that,
68
000
goes
to
cigna
to
administer
the
plan
to
recruit.
Doctors
provide
the
network,
provide
id
cards
all
of
those
items
and
I'll
give
just
a
quick
update.
B
We
did
do
an
rfp,
but
for
those
administrative
services
I'll
talk
about
that
after
that
claim
some
over
the
projection.
The
next
column
is
stop
loss.
So
that's
our
protection
on
any
individual
that
has
a
claim
over
300
000.
Once
the
claim
hits
300
000
cigna
pays
any
of
the
costs
over
that.
So
the
city
pays
the
first
300
and
cigna
pays
anything
beyond
that.
B
B
A
B
B
B
B
B
B
If
you
go
to
the
bottom,
just
to
give
you
an
idea,
it
was
a
thousand
thirty
was
the
average
last
year,
so
no
significant
increase
in
claims
this
year
from
last
year,
which
inherently
would
sound
good.
But
of
course,
if
you
look
last
year
we
had
that
deficit
of
1.6
million.
So
we
like
seeing
the
things
that
leveled
off
and
hopefully
they
will
potentially
start
dropping
down.
That's
what
a
lot
of
people
are
prognosticating
for
the
industry
and
we've
seen
a
little
bit
of
improvement
this
year.
B
B
B
Big
increases
that
you
understand,
so
the
reason
for
the
increase
is
cancer
claims
and
pharmacy
claims
are
the
two
biggest
so
industry-wide.
Those
are
two
of
the
biggest
you
know.
Every
group
is
going
to
have
specific.
You
know
kind
of
different
drivers.
I
mean
last
year
you
had
a
couple
of
extremely
high
heart
related
claims,
so
it's.
B
We've
got
an
eight
percent
year-over-year
increase
in
pharmacy
and
last
year
that
was
a
9.1,
so
we're
seeing
that
gradual
sort
of
steady
rise
in
pharmacy,
where
you
see
a
little
bit
more
variability
in
the
medical
and
keep
in
mind.
The
other
thing
you
know
is
we're
looking
at
you
know
eight
percent
inflation
kind
of
month
over
month
that
trickles
into
medical
care
as
well
right.
You
know,
hospitals,
short
staff,
so
rates
are
going
up
for
a
lot
of
those
things.
So
it's
it's!
B
B
No,
we
don't
track
claims
by
department,
there's
there's
a
number
of
you
know,
different
things
where
you
look
at
you
know
when
you
track
that
one
of
the
challenges
that
we
have
is
some
of
the
departments
are
very
small,
so
inherently
tracking
claims
by
department
would
potentially
pose
a
phi
or
a
hipaa
kind
of
exposure
or
risk.
As
an
example,
I
don't
I
don't
know
if
anybody
knows
what
the
smallest
size
department
is,
but.
B
B
The
other
thing
with
with
tracking
some
of
those
things
that
I
think
is
interesting
is
anytime.
You
look
at
those
variances.
You
really
need
to
look
for,
like
a
long
term
period
to
make
sure
you
have
an
accurate,
the
smaller
the
data
set
gets
the
more
variability
you
get
over
a
year-to-year
basis,
so
one
year
you
know
we
see
that
we
see
people
where
they
go
to
pools.
Oh
we're
the
lowest
claims
in
a
group
this
year
we're
going
to
go
out
on
our
own
and
then
their
claims
blow
up
the
next
year.
B
B
We
did
see
significantly
increased
claims,
probably
the
most
of
all.
We've
seen
people
that
started.
You
know
that
was
like
fall.
Last
year
we
saw
some
pretty
serious
hospitalizations
on
the
number
of
lands
from
that.
Since
then,
you
know
we
kind
of
had
omicron
around
like
christmas
and
on
for
the
bulk
of
what
we've
seen
with
that.
We
have
not
seen
that
many
kind
of
broad
book
of
business-wise.
B
B
B
Where,
where
we
did,
I
mean
I
I
can
think
of
at
least
you
know,
ten
groups
that
had
half
a
million
dollar
coving
claims
last
year,
like
one
individual
kind
of
in
that
september
like
december
last
year.
So
hopefully,
if
there's
you
know
some
sort
of
you
know
people
like
me.
I
know
a
lot
of
people
have
had
it
more
than
once
now
you
know,
hopefully,
as
you
have
it,
you
know,
maybe
there's
some
level
of
immunity
that
at
least
makes
it.
You
know
slightly
more
routine.
C
B
So
what
we're
going
to
do
here
is
pretty
much
pretty
standard
actuarial
exercise
looking
at
looking
at,
where
cost
potentially
could
go
and
where
the
plan
needs
to
go
with
funding
to
account.
For
that.
So
the
first
thing
we
do
is
we
take
a
look
on
line,
one
of
gross
claims
for
the
prior
12
months,
so
over
the
prior
12
months,
the
cities
have
just
shined
21
million
in
claims.
B
B
B
Maturation
is
where,
if
you
had
changed
carriers,
if
there
was
some
lag
and
claims
getting
to,
you
know
to
cigna
to
finance
to
be
paid
where
you
would
account
for
that.
But
there's
nothing
in
that.
If
you
change
carriers
you
would
have
maturation,
so
our
total
paid
claims
still
17.4
million
online
seven
and
eight.
We
divide
that
by
the
number
of
employees
on
the
plan
over
that
time
period,
and
then
we
multiply
that
in
line
nine
to
get
online
by
the
current
enforce
to
get
our
projected
so
enrollments
down
a
little
bit.
B
B
B
So
when
you
plug
those
in
basically
that's
about
an
11.6
projected
increase
to
claims
when
we
look
at
we've
got
six
months
of
this
plan
here,
left
and
12
months
in
the
play
here
that
we're
accounting
for
so
that
takes
our
trended
claims
to
19.3
million.
We
then
add
back
in
the
city's
responsibility,
so
the
amount
of
those
large
claims
below
stop
laws.
The
reason
they
do
that
online
13,
like
that
is
those
claims,
are
looked
at
more
as
anomalies.
B
B
B
So
that
gives
us
expected
medical
claims
of
21.6
million
on
line
16.
We
pull
out
what
we
expect
the
pharmacy
rebates
to
be
then
on
line
17.
We
add
in
the
administrative
costs
and
I'll
stop
here
in
line
18
to
000
insurance,
I'll
stop
here
and
just
kind
of
use
this
as
a
stopping
point
to
talk
about,
we
did
do
an
rfp.
B
B
B
So
with
that
big
thing
that
was
looked
at
were
was
obviously
administrative
costs,
but
the
most
important
was
really
network
access
to
providers
and
network
discounts,
and
what
I
mean
by
that
is
what
is
the
discount
they're
getting
for
the
services
so
ultimately,
on?
The
committee
scored
signal.
First,
nobody
really
did
anything,
one
that
could
prove
any
better
network.
Discount
and
cygnus
costs
were
most
competitive.
B
More
importantly,
they
offered
a
great
pass
on
the
reinsurance
which,
just
to
give
you
an
idea,
we're
seeing,
on
average,
probably
14
to
18
increase
in
that
reinsurance
on
a
yearly
basis.
It's
not
a
huge
part
of
your
program,
because
the
huge
the
most
significant
part
is
claims,
but
I
did
want
to
point
that
out.
So
that
helps
a
little
bit.
The
embark
program
is
a
program
that
cina
has
it's
basically
like
reinsurance
on.
B
A
B
So
this,
I
think,
is,
is
probably
more
important
to
note
that
in
the
next
three
to
five
years,
there's
a
number
of
additional
of
these
gene
therapies.
Right
now
you
know
hemophilia
is
probably
when
that
comes
out.
You
know,
there's
probably
a
little
bit
of
risk
there,
a
couple
of
the
other
ones.
You
know
they're
rare
diseases,
so
it's
it's
not
super,
not
like
you're
gonna
have
five
a
year
on
the
plan.
It
might
be
one
every
ten
years
where
somebody
has,
but
it
gives
the
city
good
protection.
B
C
D
D
Some
people
don't
necessarily
correlate
that
to
health
insurance,
but
that
is
actually
a
very
significant
thing.
The
question
in
regards,
if
it's
covered
is
covered
because
it's
legal,
if
something
changes
with
that
there
could
be
some
changes,
but
as
it
stands
right
now,
because
it
is
still
legal
in
the
state
of
florida,
it
is
covered
under
our
plane.
Cigna
has
not
made
any
statements
yet
in
regards
to
if
they
will
offer
things
such
as
the
travel
benefit
which
is
what's
coming
up.
D
Some
companies
have
made
statements.
Other
companies
are
staying
out
of
the
political
crossfire.
You
know,
so
that's
just
where
we
stand
on
that.
You
know
in
regards
to
that
and
the
company
that
we
chose
so
far
that
we
did
choose
that,
but
that's
their
stance
as
well.
So
just
something
as
you
know,
this
is
a
little
bit
off
topic,
but
I
do
think
it's
relevant
because
of
what's
going
on
in
the
news
right
now.
We
certainly
get
asked
a
lot
so
just
to
so,
you
guys
know
where
we're
at
with
all
that.
D
D
Claims
and
not
you
know,
have
expected
kind
of
an
increase,
and
I'm
also
going
to
use
this
as
my
point
to
plug,
especially
for
those
that
are
in
the
room
in
terms
of
the
wellness
benefits
that
we
offer,
and
that
is
still
a
very
underutilized
benefit,
and
that
is
where
we
could
really
make
a
difference
in
terms
of
cost
containment.
So
we
need
to
get
serious
about
participating
in
those
programs
that
are
free
and
or
incentivized
so
that
we're
doing
the
preventative
things
to
keep
ourselves
healthy.
D
D
Under
they're
underutilized,
I
mean
so
for
providing
up
going
for
a
fiscal.
That
is
something
everybody
should
do
every
year.
They
don't
not
even
come
close,
and
then
you
get
into
your
more
specialized
things.
Colonoscopies
mammograms.
You
know
things
like
that.
All
free
and
also
incentivize,
that
you're
supposed
to
do
those
are
some
qualifiers
in
terms
of
age,
but
still
annually
and
whatnot,
and
our
our
employees
don't
do
that
and
that
you
know
you
know
when
you're
looking
at
our
cancer
costs.
Those
preventative
things
are
what
makes
a
big
difference.
D
Hypertension
and
diabetes
is
our
number
one
cost,
that's
actually
higher
than
cancer,
and
we
have
programs
to
combat
pre-hypertension
and
or
pre-diabetes,
and
then
management
programs
once
you're
already
in
those
stages.
Although
I
forget
what
our
percentages
are
in
terms
of
the
employees
that
have
one
of
those
conditions,
it's
pretty
high,
those
that
actually
participate.
The
program
is
still
very
low.
Now
we
are
proud
of
those
that
are
and
we're
championing
them,
because
we
do
have
people
that
have
enrolled,
especially
in
omada.
D
D
D
B
And
when
you're
your
average
employee,
I
can't
remember
offhand,
but
you
know
your
average
employee
age
is
still
upwards
of
40..
Your
average
age
on
your
plan
is
like
right
at
40,
39,
40,
but
think
about
you
know
a
three-year-old
one
month
old.
All
those
things
are
going
into
that
average,
so
the
average
40
that
means
you've
got
still
a
pretty
significant
amount
on
cutting
the
top
end
of
that
number.
B
Yeah,
so
I
think
one
one
of
the
things
I
just
say
this
will
kind
of
talk
about
about
rates.
Is,
is
one
thing
that
you
know
we're
always
cautious
about,
and
I
think
you
know
everybody
you
know
jennifer
j,
the
whole
team
are
all
sensitive,
obviously
the
economics
of.
What's
going
on
right
now
I
mean
everybody.
B
Is
you
know
you
worry
about
what
I
would
call
like
a
you
know
like
a
jerk
reaction
right,
we
don't
want
to
have.
We
don't
want
to
just
bump
things
up
and
then
oh
claims,
you
know,
return
back
to
normal
levels
and
now
we've
overcharged
or
we've
done.
You
know
things
like
that.
Everybody
also
right
now,
you
know,
is
walking
a
very
tight
kind
of
roof
with
recruiting
and
retention
right
everywhere
I
go.
I
ask
you
know
how
all
the
hr
directors
like.
B
What's
your
vacancy,
how
many
open
positions
you
have
and
everybody
it
seems
like
it's
about
10
to
12.
You
know
most
places
we
go
so
so
you
know
people
are
trying
to
fill
jobs
or
we're
working
with
all
these
challenges.
So
what
we
did
is
we
talked
about
about
rates
and
funding
the
plan
and
contributions
before
this.
B
B
B
D
A
And
68
percent
for
employee
bus
family
then
go
down
to
what
we're
suggesting
those
are
going
to
change
to
76
and
70
that
the
city
will
be
contributing
towards
that
class
and
that's
what
shawn's
alluding
to
is
at
some
point
in
time
that
may
need
to
revert
back
to
the
75
and
68,
because
that's
basically
the
city's
policy
on
what
the
city
contributes
and
there
could
be
some
sticker
shock
women.
If
that
happens,
that's
that's
the
downside
of
the
downside.
A
C
C
D
D
Those
are
the
exact
same
reasons
that
when
we
have
these
small
increases,
we
encourage
you
know
to
not
use
reserves
for
the
small
ones.
We
should
absorb
the
small
increases
so
that
when
the
rainy
day
comes,
we
have
it
for
that,
but
it's
hard
to
do
people
seeing
the
surplus
and
just
want
to
use
it
versus
planning
for
the
rainy
day.
So
it's
you
know
it's
a,
but
that's
the
purpose
of
the
committee
you
know
is
to
have
this
conversation
and
and
go.
D
B
Know
you're
welcome
to
give
us
any
different
opinion,
but
we
did
talk
about
potential
changes
to
you
know
offset
the
increase
needed
our
kind
of
general
consensus,
and
I'd
say
this
is
consistent
with
almost
every
other
one
of
the
groups
right
now
is
with
recruiting
and
retention
and
the
challenges
where
it
is.
The
idea
of
potentially
hitting
individuals
with
with
a
reduction
in
scheduled
benefits
and
a
potential
increase
in
costs
is,
is
really
not
that
appealing.
But
if
you
all
feel
different,
we're
happy
to
bring
that
back
for
the
next
meeting.
B
But
I
I
think
overall,
keeping
that
schedule
of
benefits
where
it
is
is
probably
is
probably
the
recommendation
that
we
all
would
have
is
to
say
we
don't
think
it's
time
to
cut
the
schedule
of
benefits
and
increase
the
cost,
because
I
think
you
know
people
will
be
unhappy
with
one
either
way.
But
they'll
really
be
unhappy
if
people-
and
I
think
right
now-
keeping
the
stability
in
the
schedule
benefits,
with
the
hope
that
the
things
return
a
little
bit
more
on
the
claims.
B
B
How
much
is
in
the
insurance
reserve
pretty
much
eliminated
the
excess
last
year
with
what
we
subsidized
well
we'd
have
to
go
back
and
calculate,
but
we
pretty
much
used
up
all
of
the
surplus
savings
from
self-insurance
from
year.
One
last
year
with
what
was
subsidized,
it's
kind
of
what
sean
alluded
to
or
jennifer
alluded
to.
B
D
C
D
You
got
200
employee,
plus
one
169
with
family.
So
well
you
got
almost,
I
would
say:
370.
yeah
370
employees
out
of
the
1800,
are
going
to
see
the
increase.
The
rest
of
it
is
going
to
be
absorbed
because
they
have
either
individual
coverage
or
they're
married
right
and
they're.
Both
you
know
the
family
coverage
is
free.
D
C
B
Unpredictable,
you
know
it
is
you
know,
and-
and
I
think
you
know
to
jennifer's
point
economically
there's
a
lot
of
you
know
different
factors
in
play.
You
keep
raising
interest
rates
and
we
all
do
a
little
bit
of
a
recession
they're
talking
about
that.
You
know
potentially
kind
of
curbing
this
wage
inflation
people
being
able
to
jump
and
get
10
000
before,
even
though
it's
not
quality,
you
know
and
some
of
those
things
you
know,
I
think
we'll
we'll
hopefully
see
some
of
that
correction.
Pretty
quick.
I
mean
right
now,
like
just
even
hospitals.
A
B
So
so
I
would
say
I
mean
if
you're
going
out
and
trying
to
find
coverage
in
the
market
on
your
own.
You
know,
could
a
20
year
old,
maybe
get
a
horrible
plan
relatively
cheap,
yes,
but
the
bulk
of
based
on
the
average
age
of
the
employees.
You
know
the
contribution
that
you
pay
is.
You
know
for
that
coverage
is
significantly
lower
than
anything
on
the
individual
market.
For
that
level
of
benefits.
Now
some
people
go
out
and
get
an
8
000
deductible.
D
Okay,
that's
what
I
was
going
to
say.
So
we
know.
Can
you
find
cheaper
coverage
absolutely
because
you
can
buy
less
benefits
than
what
ours
has?
Can
you
find
more
expensive
coverage
that
enhances
the
benefits
from
us?
Yes,
so
it
depends
on
what
you
are
looking
for
and
then
it
also
depends
in
terms
of
age
and
whatnot
as
well
in
terms
of
what
the
cost
could
be.
So
sandia
goes
either
way.
It
could
be
yes
and
no.
B
You
know
so
then
they
have
comparable
rates,
if
not
higher.
So
yeah.
Do
you
find
an
outlier
here
there
absolutely
or
sheriff's
office
outliers
all
the
time
you
know
so
there
there's
there's
different
things.
You
know
it's
it's
interesting,
though,
because
a
lot
of
entities
we
work
with
in
the
area
that
are
smaller,
always
bring
up.
Oh,
but
look
at
how
much
clearwater
contributes
for
family
coverage.
You
know,
that's
why
you
hear
kind
of
everywhere.
D
So
I
think
what
we
would
look
at
from
this
is
we
would
be
scheduling
a
we
don't
have
quorum
for
today,
so
we
can't
make
any
votes,
but
we'll
need
to
schedule
a
meeting
here
shortly,
because
this
does
have
to
go
before
council
to
to
then
take
a
vote
as
to
what
it
is
that
we're
going
to
do
so.
If
there's
something
you
want
to
see-
or
you
have
more
questions
about
now
would
be
the
time
to
ask
how
that
next
meeting.
D
We
won't
have
time
to
answer
those
questions
if
it
requires,
like
a
more
that,
I
mean
obviously
we'll
answer
questions
all
the
way
through,
but
if
you're
requesting
specific
data
that
we
need
to
come
back,
we
would
probably
be
out
of
time.
So,
just
if
you
have
questions
or
anything,
you
want
to
look
at,
please
let
us
know
as
soon
as
possible.
So
we
can
get
you
that
so
that
in
the
next
meeting,
we're
ready
to
vote.
D
You
know
this
is
where
you
guys
gotta,
do
the
groundwork
right.
You
gotta,
go,
go
out
and
talk
to
your
folks
and-
and
you
know
that
kind
of
stuff.
So
how
much
time
do
you
want?
We
usually
take
this
in
september
right
right
last
year
was
a
little
rushed
because
we
had
an
extra
meeting.
Usually
we
finished
up
our
meetings
in
july,
so
you
know
we
can
get
everything
prepared
for
the
council
yeah
because
you
know
so,
although
council
september
remember
the
deadline
to
turn
this
agenda
items
two
weeks
in
advance
of
that.
D
A
A
D
D
C
B
D
D
D
We
have
we
have
a
13,
that's
not
up
for
debate,
that's
what
our
renewal
is
is
13,
it's.
What
do
we
do
with
that
right?
So
do
we
pass
on
the
whole
13
to
again
this
is
only
dependent
right.
I
am
one
of
those.
So
it's
not
like
I'm
insensitive
to
that.
There's
you
know
by
any
means,
but
we
pass
that
on
to
them,
which
is
about
300
employees.
Okay,
or
do
we
do
something?
What
you
have
in
front
of?
You
is
a
proposal
to
split
it.
D
D
D
Wanted
to
propose
making
changes
to
the
plan
to
buy
it
down,
for
example,
increase
deductible
increase
out
of
pocket
increase
co-payments,
or
things
like
that.
You
can
certainly
do
that.
We've
looked
at
it
it
doesn't.
It
takes
so
much
to
move
that
needle
that
that's
not
something
that
I
think
would
be
beneficial,
but
that's
again,
certainly
an
option
that
the
committee
could
raise.
D
But
if
you
want
to
look
at
that
stuff,
you
need
to
tell
us
now,
so
we
can
give
it
to
you
versus
waiting
till
then
because
we'll
be
out
of
time,
and
that
does
take
a
little
bit
of
time
for
the
actuaries
to
plug
that
in
and
say,
okay,
here's
what
the
radio
would
be.
It's
not
something
that
city
staff
does.