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From YouTube: WELLNESS UPDATE FROM CITY COUNCIL 1`2 13 16
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A
B
Afternoon
again,
Council
since
we've
had
open
enrollment
since
we've
gone
through
a
complete
plan,
design
change
with
our
healthcare
and
we've
had
open
enrollment.
We
finish
that
up
the
end
of
October
and
the
changes
that
have
been
approved
will
become
effective
on
January
one,
because
the
changes
were
significant.
We
wanted
to
at
least
give
a
quick
review
of
the
open
enrollment,
what
happened
and
the
outcomes,
and
then
so
for
your
sake
as
well
as
for
employees,
will
be
communicating
with
them
up
until
you
know
January
1,
so
that
they
know
what's
going
on.
B
So
we'll
have
two
medical
plans,
as
opposed
to
the
current
three
plans
that
we
have.
There
will
be
a
silver
plan
and
a
gold
plan.
The
health
and
wellness
center
will
be
open
to
all
employees
on
either
plan
the
prescription
drug
plan.
We
simply
changed
vendors,
we're
currently
using
Express
Scripts
come
January,
one
will
be
using
farmerville.
B
That
will
be
our
new
pharmacy
benefits
manager
hi
over.
There
are
no
changes
to
the
to
the
prescription
drug
plan.
The
co-pays
are
exactly
the
same
as
they
are
in
2016
there'll,
be
the
same.
In
2017
our
dental
insurance
provided
by
Blue
Cross
Blue
Shield.
There
is
no
change
there,
no
co-pays
the
vision,
insurance
provided
by
Blue
Cross
Blue
Shield.
There
are
no
changes
there.
B
The
ID
cards,
or
something
that
the
employees
always
try
to
make
sure
they
have
in
hand,
and
we
try
to
make
sure
that
they
have
them
in
a
timely
manner
as
long
as
they
have
them
by
decent
excuse
me,
January
one.
Everybody
would
be
good
to
go.
So
we
are
in
a
very
good
spot
now
in
terms
of
the
implementation
of
the
changes
that
will
be
effective,
January
one.
So
all
employees
will
receive
a
new
ID
card.
They
will
receive
a
new
ID
card
from
blue
cross
blue
shield.
B
It
will
come
in
the
mail
to
their
home.
Address
they
own
that
ID
card
they'll
only
need
one,
it
will
have
their
medical
information
and
how
their
dental
information,
if
they
signed
up
for
dental
and
how
their
vision,
information
if
they
signed
up
for
dental
this
year,
will
also
include
their
prescription
drug
information.
It
will
be
on
the
back
of
the
car
right
now
with
Express
Scripts
you'll.
Have
you
have
two
cars?
B
You
have
your
blue
cross
blue
shield
ID
card,
and
then
you
have
an
Express
Scripts
ID
card
come
January,
one
you'll
just
have
one
card.
It
include
all
your
medical,
dental
vision
and
on
the
back
of
the
card,
it
will
have
your
prescription
drug
information.
The
ID
number
for
your
medical
will
be
the
same.
B
Id
number,
your
used
for
your
prescription
drug
plan
for
employees
that
have
will
send
more
information
out,
but
for
employees
as
relates
to
our
prescription,
because
we
are
changing
vendors,
you
see
the
new
email
address
there
to
Farmer
they'll
calm
and
the
new
800
number
to
call
about
prescription
drug
questions
that
you
might
have.
So
the
cars
will
be
mailed
out
the
week
of
the
end
of
this
week,
so
employees
should
receive
those
the
week
of
December
26th.
B
Also,
employees
that
sign
up
for
the
flexible
spending
account
they
will
now
receive
a
debit
card.
This
is
new,
something
that
we
haven't
done
in
the
past,
but
it
just
makes
it
more
efficient
for
those
folks
who
participate
with
the
flexible
spending
account,
there
are
140
employees
participating
and
those
cards
will
be.
They
should
receive
those
the
week
of
summer
19.
So
next
week
the
new
benefit.
That's
been
added,
the
telemedicine
benefit
we
had
118
employees
sign
up
for
that
benefit
and
they'll
receive
their
information.
B
The
packet,
their
information,
packets
in
the
mail-
that's
well
the
week
of
December
nineteenth.
All
of
this
will
be
coming
to
the
employees
home
address.
So
when
you
get
information
in
the
mail,
be
careful
about
not
throwing
it
away,
take
a
look
at
it
because
your
ID
car
it
might
be
in
that
mail,
I.
B
Want
to
just
talk
a
little
bit
about
the
participation
so
far
as
enrollment
was
concerned.
In
2016
4
2016,
there
are
two
thousand
and
nine
employees
that
are
enrolled
in
medical
okay
for
those
employees
that
participated
in
open
enrollment.
There
were
13
34
of
that
2009
employees
about
sixty-six
percent
of
employees
participated
in
open
enrollment
of
the
retirees
the
pre
65
retirees.
There
are
234
that
are
enrolled
in
medical
in
2016,
so
about
95
or
forty-one
percent
of
those
actually
participated
in
open
enrollment
for
those
employees
who
did
not
participate
in
open
enrollment
for
2017.
B
If
they
did
not
participate,
they
did
not
select
a
plan.
They
will
be
defaulted
to
the
civil
plan.
Effective
January
won
20-17.
This
is
important
because,
typically
open
enrollment,
sometimes
participation
can
be
low.
Although
we
want
every
employee
to
participate
in
open,
enrollment.
Reality
says
that
a
lot
of
employees
will
say
well,
I,
don't
want
to
change
anything
I'm
just
going
to
keep
what
I
have
and
that
has
worked
in
years
past.
However,
because
we
had
plan
design
changes,
employees
need
it
to
select
one
or
the
other.
B
You
couldn't
keep
the
HMO,
because
HMO
plan
went
away.
You
couldn't
keep
the
health
and
wellness
center
plan,
because
the
health
and
wellness
and
a
plan
went
to
wait.
You
couldn't
keep
the
POS
playing
the
way
it
is
in
its
design.
Currently
as
it
went
away
so
we
need
employ.
We
needed
employees
to
select
either
the
Civil
plan
or
the
gold
plan
and
I
was
safe
from
an
open,
enrollment
standpoint.
Participation
was
good.
It
was
not
a
hundred
percent.
B
C
D
A
Right,
we've
got
council
a
quick.
A
C
B
E
B
B
Okay
good
point:
thank
you
in
terms
of
the
open
enrollment
by
plan.
Just
want
to
share
this
with
you.
With
regard
to
the
Civil
plan
and
the
gold
plan,
a
total
of
seven
hundred
1715
1715
employees
or
in
the
Civil
plan,
296
cuse
me
296
employees
or
in
the
gold
plan,
and
for
those
pre,
65
retirees
205
or
in
the
silver
plan
and
29
or
in
the
gold
plan,
as
you
can
also
see
the
majority
of
employees
or
own
employee.
Only
that's
for
the
active
employees
as
well
as
the
retirees,
no
matter
which
plan
you're.
B
B
The
two
percent
will
not
completely
cover
the
cost
of
the
premium,
those
employees
just
for
information,
those
employees
will
all
own
the
health
and
wellness
and
a
plan
and
those
employees
have
selected
the
civil
plan.
80
of
those
employees
are
in
the
general
government,
39
or
public
safety
employees
and
by
tier
any
of
those
employees
have
family
coverage.
20
of
those
employees
have
an
employee
and
spouse
coverage.
B
E
B
B
Correct
so,
though,
all
of
those
employees
would
have
an
opportunity
to
participate
and
receive
that
credit
right.
Like
that's
going
good
question
good
point
and
I
hope
this
gets
to
your
question.
Your
points
also
council,
Baker
I,
wanted
to
talk
about
the
wellness
initiative
that
we
were
able
to
put
in
place
that
you
approved
450
employees
have
participated
and
the
wellness
initiative,
and
just
for
your
recollection,
this
allows
employees
to
receive
a
five-hundred-dollar
credit
on
their
deductible
that
helps
to
offset
their
deductible
by
participating
in
the
health
risk
assessment.
B
They
get
a
hundred
dollar
credit
by
participating
in
the
biometric
screening.
They
get
a
two-hundred-dollar
credit
if
they
are
not
deemed
at
risk,
they
automatically
get
the
additional
two
hundred
dollars,
which
gets
them
to
five
hundred
dollars.
If
they
are
doing
at
risk,
they
participate
in
coaching
and
then
they
still
get
the
two
hundred
dollar
credit
I
just
wanted
to
share
this
little
pamphlet
that
each
employee
that
participated
in
the
personal
health
assessment
will
receive
a
pamphlet
like
this
mail
to
their
home
address
and
its
really
extremely
beneficial.
B
It
talks
about
your
it
gives
you
just
great
detail
about
your
help
from
your
heart,
to
your
kidney,
to
your
cholesterol,
to
your
BMI,
you
name
it.
It
goes
into
great
detail,
so
every
employee,
at
least
these
450,
that
participated,
will
receive
this
document.
Chances
are
they've
already
received
it.
This
is
mine.
I
was
really
pleased
to
get
in
and
get
it
at
home.
I
got
a
lot
of
green.
You
either
get
well,
you
get
you
get
green
gold
or
red.
B
C
B
Made
it
a
point,
but
it
is,
it
is
so
very,
very
good.
It's
helpful
I
mean
it's
a
little
document.
You
can
take
and
use
it
as
your
starting
point
for
where
you
want
to
go
with
your
with
your
health,
so
it
so
all
of
those
employees
that
will
get
that,
ideally,
as
it
relates
to
the
Wellness
incentive,
and
we
got
a
lot
of
pushback
on
it.
But
ideally
you
know
this
is
the
thing
that
we
want
to
do
annually.
You
want
to
have
a
health
risk
assessment,
a
paper
document
done
every
year.
B
We
want
to
have
those
biometric
screening
done
every
year
and
you
know
if
we're
at
risk
we
want
to
get.
We
want
to
have
the
health
coach
interact
with
us
so
that
we
can
improve
those
areas
of
risk
and
I.
Just
also
take
time
to
say
this
I
had
when
we
were
doing
all
these
meetings
with
the
employees
employed
said
well,
why
do
you?
Why
do
you
keep
every
time
you
come?
You
you're,
saying
you're
asking
for
more
money.
Health
insurance
is
going
up,
so
you
know
why
do
you
keep
doing
this?
B
Well,
you
know,
unless
and
until
we
do
something
about
this,
unless
we
do
something
about
taking
responsibility
for
our
own
health,
you
know
we're
going
to
still
talk
about
the
money
associated
with
health
insurance,
but
when
we
start
taking
that
responsibility
for
our
own
health
and
doing
something
about
that
helps
control
the
cost.
So
I
would
love
to
start
not
talk
about
money,
but
we
got
to
talk
about
how
we
take
responsibility
for
our
help
counterparts.
A
C
Will
know
something
this
and
I
don't
know
why
any
employee
would
not
take
advantage
of
this
here.
I
mean
this
is
excellent.
I'm
glad
I
didn't
know
that
the
meeting
I
got
one
of
the
Green
books,
but
I
didn't
know
that
you
that
every
employee
received
a
copy
of
that.
That
should
be
incentive
enough
for
them
on
a
personal
level
if
they,
if
they
want
to
be
on
this
earth
plane
or
this
earth
plane
a
little
while
longer
and
especially
for
the
loved
ones,
they
need
to
take
advantage
of
this
year.
C
I
stress
this
continually
that
you
need
to
have
it
I
know
the
city
manager
was
glad
to
all
his
running
every
morning
paid
off
for
him
absolutely,
but
but
it's
really
for
your
own
personal
health
and
just
in
the
long
run
and
the
overall
scheme
of
things,
if
they
adhere
of
each
employee,
adheres
to
something
like
this
here
it
will
drive
the
health
costs
down
for
the
employees.
That's
that
this
is
a
gift.
This
is
great
bonuses
initiative,
so.
B
In
addition
to
receiving
the
five
hundred
dollar
credit
on
your
deductible,
we
further
incentivized
every
employee
that
participated
by
giving
them
a
fifty
dollar
gift
card.
So
that's
something
that
happened
time.
We
also
gave
them
or
they
will
receive
a
gift
card
from
either
chick-fil-a
or
subway.
So
we'll
continue
in
trying
to
incentivize
employees.
Now,
councillor
Baker,
you
asked
about
some
of
the
events
being
counseled.
Some
of
the
events
we
reward
them,
rerouted
them,
because
the
folks
that
were
doing
the
screening
were
own
up.
We
were
paying
them,
they
were
coming
out
of
tosa.
B
We
didn't
have
enough
employees
sign
up
for
an
event
that
we
had
two
or
three
people.
There
was
a
whole
staff
of
folks
that
were
saying
that
were
signed
to
come
and
do
the
screening
for
them.
So,
yes,
we
ended
up
rescheduling
some
of
those
event.
We
redirected
those
to
the
health
and
wellness
center
for
those
boats
who
could
have
a
PHA
done.
Have
the
screening
done
so
we've
we've
done
a
couple
of
those.
B
Last
week,
we've
got
to
I
believe
schedule
this
week,
so
we're
trying
to
get
every
employee
in
they
do
get
a
those
employees
still
participating
they're
going
to
get
this.
They
get
the
fifty
dollar
gift
card.
They
get
the
subway
or
chick-fil-a,
whichever
they
get
it.
They
still
get
the
same
incentives.
B
D
B
B
B
B
So,
as
I
mentioned
earlier,
as
it
related
to
open
enrollment,
just
the
challenge
of
communication,
ideally,
you
know
we'd
like
to
have
one
hundred
percent
participation
open
enrollment,
but
we
know
from
past
experience
that
typically
doesn't
happen,
and
even
though
we
really
needed
everybody
to
make
a
selection
this
year
to
get
sixty-six
percent
participation.
That
was
probably
pretty
good
for
us,
even
after
having
25
meetings
in
touching
every
department
that
still
in
order
to
try
to
get
information
out
to
employees,
we
had
online
an
online
benefit.
B
Resource
Center
that
provided
information
in
for
employees,
education,
information,
we
had
customized
videos,
those
are
still
available
on
our
website.
Employees
had
an
opportunity
to
have
a
one-on-one
with
a
council
member.
If
they
didn't
understand
what
the
benefits
were,
they
had
a
chance
to
do
that
talk
one-on-one.
They
could
go
in
and
schedule
a
meeting.
They
could
call
the
1-800
number
and
have
a
conversation
that
way
or
they
could
do
self
service
if
they
felt
technik
they
felt
like
they
could
do
it
themselves.
B
It
was
pretty
simple
enough:
straightforward
get
your
login
information,
go
ahead
and
complete
your
benefits
information
there,
but
even
with
all
that
we
still
had
some
challenges
with
communication.
So
that's
something
that
I
just
share
with
you
all
that
it's
a
challenge
for
us
trying
to
reach
our
employees,
even
though
the
information
is
extremely
employ
important,
even
though
they
need
to
participate.
It's
just
very
challenging
that
can
appreciate
an
employee
that
works
out
in
the
field.
You
know
they
rarely
come
in
the
office.
B
They
don't
have
email
access
and
that's
one
of
our
primary
ways
of
communicating
is
email,
but
for
somebody
that
doesn't
have
email,
it
can
be
a
challenge
there,
depending
on
their
supervisor,
to
give
them
that
information,
and
sometimes
we
get
a
gap
there.
So
we're
continuing
to
work
on
that.
Any
questions.