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From YouTube: Special Finance Committee Meeting 10/12/2021
Description
Special Finance Committee Meeting 10/12/2021 8:30 AM
A
A
B
A
A
A
C
Good
morning
good
morning
and
as
mike
mentioned,
we're
going
to
start
with
the
ancillary
insurance
coverage.
So
kelly,
do
you
have
that
presentation?
It's
actually
the
fifth
page.
I
didn't
number
the
pages,
so
I
apologize
for
that,
but
the
ancillary
insurance
is
100
paid
by
the
employees,
so
if
there
is
no
cost
to
the
county,
it's
relatively.
C
What
do
I
want
to
say
stable
in
terms
of
where
we're
at,
and
so
I
kind
of
wanted
to
start
with
that
before
we
get
into
the
medical
insurance
and
maybe
go
into
some
sort
of
a
deep
dive
somewhere.
So
blue
cross
blue
shield
is
our
current
provider.
It
was,
it
was
dearborn,
it
was
dearborn,
it
was
bought
out
by
blue
cross
blue
shield
a
couple
years
ago.
So
it's
our
same
vendor.
It
is
no.
There
is
no
increase
in
rates.
It's
not
that
I
wrote
on
there.
C
There
are
no
additional
quotes
received
because
in
my
comparison
sheet
from
mike
there
wasn't
anything
listed
mike
indicated
this
morning
there
were
some
quotes.
That
two
other
quotes.
I
think,
but
they
were
not
competitive,
so
not
listed,
so
no
increase
in
the
current
rates
that
we
have
it's
a
three-year
rate
guarantee.
C
Quite
frankly,
it's
really
a
low-cost
life
insurance
policy.
It
is,
they
are
term,
so
we
do
see
when
employees
leave
they
maybe
want
to
convert
to
a
personal
policy
which
is
cost
prohibitive.
So
what
we
know
from
that
is
that
what
we're
getting
for
our
employees
is
some
very,
very
reasonable
life
insurance
options
for
them.
We
have
a
ten
thousand
dollar
policy
that
the
county
funds
for
all
employees.
It
costs
two
dollars:
45
cents.
I
believe
off
top
my
head,
that
is
funded
by
the
county.
C
The
rest
is
all
voluntary
which
the
county
employees
pay
via
payroll
deduction,
and
then
we
remit
payment
to
the
insurance
company.
Our
vision
insurance
is
blue,
cross
blue
shield.
We
switched
that
last
year
it
had
been
vsp.
It
is
a
three-year
rate,
guarantee
there
were
six
additional
quotes
received
with
varying
rates,
the
blue
cross.
The
the
key
thing
here
is
the
blue
cross
blue
shield
option.
C
Inc
includes
a
one
percent
decrease
in
our
health
insurance,
so
by
opting
into
the
blue
cross.
The
county
saves
about
fifty
thousand
dollars
on
our
health
insurance
policy,
which
we
of
course
would
give
up.
If
we
went
with
a
different
vendor,
it's
very
consistent,
it
uses
the
I'm
it
I
all
of
a
sudden,
I'm
like
drew
a
blank,
the
imed
network.
We
really
have
had
no
complaints
this
year
whatsoever
with
the
switch.
C
It
was
a
little
difficult
kind
of
behind
the
scenes
difficult
to
make
the
switch
when
we
change
a
vendor
that
way
the
feed
the
software
feed
from
one
vendor
to
another
takes
about
60
days,
and
that
did
happen.
It
took
us
until
about
april,
first,
before
the
auto
feed
from
our
web
benefits
system,
our
software
system
that
manages
our
benefits
switches
over
feeds
directly
to
the
vendor.
So
meanwhile,
what
we're
doing
is
manually,
adding
people
and
manually
making
changes.
So
it's
it
took
a
little
bit
to
do
that.
C
There
was
more
behind
the
scenes
work
to
do,
but
we
recommend
staying
with
vision,
dental
we
did
see
several
other
bids
and
if
you
flip
to
page
six,
you
can
see
what
those
are
there.
Our
our
dental
insurance
is
self-funded
of
the
bids
that
were
received.
The
uhc,
aetna
humana,
national,
general
and
guardian
you
can
see.
Uhc
is
the
only
one
that
is
fully
funded,
not
self-funded.
C
C
What
delta
is
recommending
and
mike
is
recommending
is
that
we
up
it
about
ten
percent,
which
is
two
dollars
a
month
approximately
to
increase
that
pool.
If
that
pool
for
our
self-funded
claims
gets
depleted
and
we
run
out,
then
obviously
the
county
has
to
fund
it.
So
that's
why
we
want
to
make
sure
it's
adequate
to
pay
all
the
bills
and
mike
what
did
you
tell
me
about
the
overall
cost
of
dental
insurance?
The
increases
you're,
seeing
in
those.
D
They
call
it
dental
trend,
it's
somewhere
between
seven
and
eight
percent
and
when
you
haven't
raised
it
for
more
than
you
know,
24
months,
you
know
you
begin
to
wonder
you
know.
If
we
have
a
bad
hit,
will
we
go
and
deplete?
You
know
the
fund
of
money
that
pays
the
premium
or
pays
the
claims,
and
then
that
means
you'd
have
to
dip
into
the
county
coffers
to
to
make
up
the
difference.
So
we
have
to
stay
ahead
of
the
game,
so
I
think
a
ten
percent
increase.
D
E
C
I
will
say
overall
I
mean
we
really,
and
this
goes
to
all
our
coverages.
We
really
don't.
We
don't
get
complaints,
we
just
for
blue
cross
blue
shield
delta
dental.
That
is,
you
know
in
terms
of
behind
the
scenes,
in
addition
to
coverage,
one
of
the
things
that's
really
important
to
our
employees
is:
how
are
their
claims
processed
right?
Are
they
timely?
C
So
the
employee's
not
getting
past
due
notices
on
something
that's
sitting
at
the
insurance
company
is
the
coverage.
What
the
employee
expects
to
see
and
what
we
get
is
the
network
adequate
in
in
the
ancillary
I
would
say
the
network
is,
is
excellent
in
terms
of
delta
dental.
It
really
is
between
the
premium
dentals.
You
know
dental
providers
and
the
regular
standard
providers,
it's
just
really
the
most
inclusive,
I
believe
I'd,
add.
D
D
Delta
has
three
they.
I
forgot
how
it's
worded,
but
they're
top
tier,
that's
premiere
is
the
the
greatest
discount
that
you
can
get.
The
middle
tier
is
the
average
discount
and
then
out
of
network
is
paid
at
what
they
call
the
90th
percentile,
but,
interestingly,
in
that
top
tier
there's,
20
dentists
in
the
county
that
are
part
of
that
top
tier
and
they're
all
in
county.
So
I
find
that
pretty
interesting,
because
ppo
says
go
anywhere.
You
want
to
as
long
as
they're
in
networks
that
could
be
here
there
or
anywhere.
D
C
Moving
on
to
last
page,
just
a
couple
things:
the
hsa
funding
of
the
high
deductible
plan-
that's
a
piece
of
the
insurance,
it's
the
very
last
page
on
the
so
we
would
recommend
continuing
to
fund
the
hsa
partially
fund.
The
county
makes
a
contribution
to
that
high
deductible
plan.
It
is
we
we.
What
do
I
want
to
say,
fund
five
hundred
dollars
a
year
for
single
coverage,
one
thousand
dollars
a
year
for
either
plus
children,
plus
spouse
or
family
coverage,
into
an
hsa
for
those
employees
that
choose
the
high
deductible
plan.
C
So
that's
a
five
thousand
dollar
deductible
plan,
so
by
choosing
that
we're
going
to
help
assist
the
employees
a
little
bit
with
that,
choosing
that
higher
deductible
plan,
which
is
a
lower
cost
to
the
county,
to
kind
of
help
fund
that
so
we
would
recommend.
We
continue
that,
and
you
can
see
that
when
we
get
into
the
insurance
comparison,
you
can
see
the
costs
there
and
the
number
of
employees
that
are
impacted
by
that
plan.
That's
been
going
on
for
any
number
of
years.
C
C
One
of
the
two
but
we'd
like
to
continue
on
for
another
year.
The
cost
for
all
our
employees
and
their
families
is
just
over
a
thousand
dollars
a
month
about
a
thousand
thirty
three.
I
will
tell
you
that
in
the
last
18
months
I
have
had
many
more
calls
for
assistance
and
we
did.
They
have
a
crisis
counselor
that
will
come
out
and
that
counselor
they
did
send
a
counselor
earlier
this
summer
to
the
courthouse
for
that
day.
For
it
it
was
kind
of
a
grief
session
that
day.
C
So
there
are
a
lot
of
good
things
about
and
and
I'll
tell
you
not
just
the
mental
health
services.
Three.
We
have
six
sessions
that
either
they
can
talk
through
with
an
employee
or
a
member
of
their
family,
any
issue
or
refer
them
if
they
be
believe
that
a
longer
term
counseling
is
needed.
So
I'd
like
to
continue
that
as
well.
A
A
B
C
C
C
C
C
We
have
14
high
cost
claimants,
which
I've
talked
about
in
finance
or
in
executive
before,
but
it's
really
that
top
three
or
four
that
are
really
extremely
serious
and
very
high
costs,
so
the
overall
age
of
our
employees,
I
don't
think,
is
it's
surprisingly.
Our
employees,
it's
44
birth
versus
a
benchmark
of
like
45,
that
blue
cross
blue
shield
typically
uses.
The
group
as
a
whole
has
a
because
that
then
you're
going
to
bring
in
kids
has
an
average
age
of
33..
C
D
Not
to
have
five
in
our
market-
and
we
got
bids
from
one
and
blue
cross-
was
included
in
that
five,
so
the
three
declined
a
bit
because
of
being
non-competitive
and
or
what
they
saw
in
the
claims
experience,
and
that's
not
unusual
companies
that
don't
see
the
ability
to
you
know
make
something.
Work
won't
throw
a
bid
out
there
just
for
the
heck
of
it.
It's
a
lot
of
money,
so
I
would
say
that
uhc's
bid
is
it's
a
good
bid?
D
D
Than
all
of
them
right,
aetna
was
was
higher.
Forgive
me,
I
I,
this
time
of
the
year
I
get
confused
very
easily.
We've
got
16
plans
going
on
and
I
made
a
mistake,
but
aetna
is
a
new
player
and
they
hadn't
been
playing
so
but
anyway,
they
did
come
in
with
an
apples
to
apples
bid
network
and
it
was
a
good
bid.
D
But
forgive
me
on
that,
but
back
to
the
issue
of
the
networks,
you
know
we've
got
a
certain
degree
of
claimant
right
now.
That
is
using
some
specifics
facilities
and
I
don't
want
to
go
into
it,
but
they're
in
the
large
blue
cross
network
they're
in
the
large
united
healthcare
network,
and
of
that
there
are,
I
believe,
it's
14
claims
that
are
cancer
and
and
that
one
network
is
only
in
two
of
those.
D
Excuse
me
that
one
facility
that
one
entity
is
in
two
of
these
networks
and
it's
not
in
their
smaller
network,
though,
and
so
you
you
have
that
to
deal
with,
and
it
it's
a
pretty
serious
and
then
back
to
the
large
claim
issue.
You
know,
generally,
the
rule
of
thumb
in
group
insurance
is
that
20
of
your
claimants
will
be
large
claimants,
it's
just
kind
of
a
rule,
an
underwriting
rule,
but
right
now
this
is
almost.
D
D
D
If
you
will,
I
think
blue
cross
said
told
me
earlier
in
the
year
that
82
would
be
beautiful
to
them,
but
it's
continued
at
you
know
110
here,
for
the
last
couple
of
months
there
have
been
a
couple
of
months
at
121
122,
so
earlier
on,
we
had
some
lower
averages,
but
you
know.
Hopefully
we
see
this
stable,
but
I
I
don't
mean
to
be
unkind,
but
you
know
claims
are
claims,
there's
not
much.
We
can
do
about
a
cancer
there's
not
much.
D
C
So
so
moving
on,
then,
if
you
go
at
the
bottom,
those
comparatives-
that's
just
I
that's
only
for
the
portion
in
the
fourth
plan
there
down
at
the
bottom.
I
just
kind
of
plug
that
in
there,
because
that
is
of
interest,
both
our
employees
and
to
the
county.
With
the
county
funding,
75
percent,
you
can
see
what
that
cost
is
of
that
increase
per
month
of
that
fourth
plan.
C
So
moving
on
to
the
next
page,
what
we
did
is
actually
once
those
rates
came
back,
then
we
we
did
take
it
out.
You
can
see
the
uhc
and
the
aetna
comparative
there.
The
issue
with
uhc,
as
you
say,
is
the
network.
When
we
compare
a
choice
plus
network,
the
rates
actually
were
one
percent
higher
so
comparable
to
aetna
and
in
addition
to
these
other
hospitals
that
mike
recommended.
C
C
So,
at
a
point
in
time,
where
we're
seeing
more
usage
and
more
concern
from
our
employees,
we
would
be
reducing
their
ability
to
find
a
provider
near
to
where
they
live.
So
we
then
looked
at
an
hra.
If
you
can
go
on
to
the
next
page.
I
just
kind
of
wanted
to
make
sure
that
you
understand
that
we
really
did
our
due
diligence
to
try
and
find
another
solution
here.