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From YouTube: 2/10/2021 - Assembly Ways and Means and Senate Finance, Subcommittees on General Government
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A
Welcome
to
my
first
chair
meeting,
I'm
assemblywoman
peters
and
excited
to
be
here
for
general
government
subcommittee
of
ways
and
means
just
going
to
go
over
a
few
technical
things
related
to
what
we're
doing
at
the
legislature
this
year,
due
to
the
coven
19
pandemic,
the
legislative
building
is
closed
to
the
public.
You
can
view
this
meeting
live
over
the
internet
on
the
nevada
legislature's
website.
A
By
clicking
on
the
view,
events,
tab
and
selecting
this
meeting,
you
can
also
view
the
meeting
on
the
legislators
legislatures
youtube,
channel
persons
who
wish
to
provide
testimony
or
attend
the
meeting.
Virtually
must
pre-register
online.
Please
registration
opens
when
an
agenda
is
posted
to
the
nevada
legislature's
website
upon
successful
registration,
you
will
receive
a
telephone
number
meeting
id
and
instructions
for
joining
the
meeting.
Registrants
are
prohibited
from
sharing
that
information.
Please
keep
that
confidential
and
because
of
time
considerations
each
caller
offering
testimony
during
this
period.
A
The
period
for
public
comment
may
be
limited
to
not
more
than
two
minutes.
Let's
go
ahead
and
call
a
meeting
to
order
and
secretary.
Would
you
go
ahead
and
do
the
roll
call
please.
A
Here,
thank
you
so
much.
There
will
be
public
comment
periods
provided
at
the
end
of
the
budget,
hearings,
direct,
sorry
all
right
and
we
went
over
where
the
agenda
is
and
how
you
can
participate.
Thank
you.
A
So
because
we
are
on
a
digital
platform,
I
would
ask
that
people,
please
state
your
name
clearly
before
you.
You
start
talking
for
our
secretaries.
A
A
Also
folks,
committee,
if
you
have
questions,
please
go
ahead
and
use
the
zoom
chat.
I
will
try
and
monitor
that.
If
I
miss
you
accidentally,
please
you
know
feel
free
to
say
hey.
If
I
miss
you
and
I'll
try
and
catch
you,
then
we
will
be
hearing
one
budget
today
from
the
public
employees
benefit
program
is
executive
director,
rich
available
and
with
us
right
now.
A
Go
ahead
and
let
you
get
started,
but
I
did
want
to
give
you
a
heads
up
that,
after
your
presentation,
I'm
gonna
go
ahead
and
jump
into
comments
or
questions
related
to
clarification
before
we
get
to
kind
of
substantive
comments.
So
why
don't
you
go
ahead
and
start
presentation.
B
Thank
you
good
morning,
chair
peters
and
members
of
the
committee.
My
name
is
laura
rich.
I'm
the
executive
officer
for
the
public
employees
benefits
program.
B
Know
so
the
public
employees
benefits
program.
Who
are
we?
We?
We
manage
a
healthcare
program,
we
have
72
000
members
and
that's
about
45
000,
primary
participants
and
twenty
seven
thousand
dependents.
B
We
do
offer
both
our
state
and
non-state
employees,
access
to
medical
pharmacy
vision
and
dental
coverage
through
a
few
different
different
plans.
So
we
have
a
statewide
plan
that
is
offered
statewide
to
all
participants.
It
is
a
ppo
plan.
We
refer
to
it
as
the
driven
high
deductible
plan
or
cdhp.
B
For
those
members
that
have
access
to
medicare,
they
are
medic
medicare
eligible
usual
retirees,
they
have
an
access
through
pub
to
an
individual,
medicare
marketplace
exchange
and
then
on
top
of
the
medical
and
dental
and
pharmacy.
We
also
offer
supplementary
benefits
through
our
voluntary
platform,
so
we
offer
things
such
as
long-term
care,
flexible
spending
accounts
in
all
kinds
of
other
supplementary
insurance
products
like
car
insurance
and
home
insurance,
and
things
like
that.
B
So,
to
give
you
a
little
bit
of
history,
the
board
made
several
policy
decisions
and
really
the
overall
goal
this
year
of
these
policy
decisions
was
to
have
pebb
emulate
a
other
like
similar
to
commercial
health
plans,
because
that
is
what
we
are.
We
are
a
self-funded
health
plan,
and
so
we
wanted
to
emulate
those.
The
actuarial
processes
in
you
know
and
be
much
more
industry
standard.
B
So
the
board
made
several
policy
decisions
this
year
to
to
achieve
that
goal,
we
moved
to
an
underwriting
of
all
self-funded
plans
before
we
would.
We
would
rate
our
self-funded
plans
separately
and
differently
for
different
risk
pools.
B
We
we
are
now
moving
to
a
a
process
where
we
are
underwriting
all
of
our
risk
pools
on
all
of
our
self-funded
plans.
So
a
participant
is
a
pet
participant,
a
member,
regardless
of
what
plan
they're
in
is
a
risk
or
a
liability
to
to
the
to
the
program
as
far
as
claims
and
so
they're
all
in
one
bucket.
B
We
have
also
moved
to
a
contribution
strategy
where
all
plans,
all
members
receive
an
equal
flat
dollar
subsidy
amount,
regardless
of
what
plan
they're
in
this
produces.
More
accurate
budget
projections
and
when
you
move,
when
you
take
away
the
variable
of
what
plan
is
someone
in
it
really
does
help
the
program
make
more
accurate
projections.
B
We
also
moved
to
a
different
hsa
hra
funding
structure
before
we
would
fund
the
the
hsa
contributions
on
the
high
deductible
plan
depending
on
the
employee,
and
also
how
many
dependents
they
had
on
their
plan.
So
we
would,
we
would
fund
a
primary
employee
one
way
and
then,
depending
on
how
many
dependents
they
had,
we
would
give
them
a
separate
amount
of
funding
for
that
hsa
and
hra.
B
We've
also
streamlined
all
of
the
tier
factors
so
again
in
the
past,
heb
would
have
we
we
contract
actuaries
to
do
an
actuarial
analysis
and
rate
are
our
plans.
They
come
up
with
an
overall
rate
of
pricing
for
each
of
the
plans
and
then
pep
would
come
in
and
we
would
tack
on
all
of
our
administrative
fees
and
things
like
that
to
it.
B
But
this
was
not
done
in
the
same
actuarial
process
that
the
first
step
was,
and
so
we
have
now
started
to
include
our
actuaries
through
basically
from
the
beginning,
to
the
end
of
that
process,
to
make
sure
that
our
rates
are
more
actually
sound
and
including
all
of
those
admin
fees
into
the
overall
rate.
B
Through
the
governor's
finance
office,
the
governor
was
successfully
able
to
to
reinstate
some
of
the
funding
to
pebb,
and
so,
ultimately,
the
plan
design
that
came
out
of
govrek
was
a
little
different
from
what
the
board
had
approved
under
the
12
proposals.
Earlier
in
2020
you'll
see
that
in
the
gov
rec
version,
the
governor
was
really.
B
The
goal
here
was
to
preserve
a
lot
of
those
the
first
dollars
that
a
member
would
have
to
pay
in
order
to
get
access
to
care,
and
so
what
are
those
first
dollars,
their
deductibles,
their
premiums,
their
hsa
employer
contributions?
All
of
those
are
initially.
What
is
what
can
create
a
barrier
if
they
become
too
high,
and
so
the
governor's
recommended
budget
really
focused
on
keeping
those
those
deductibles
and
the
premiums
pretty
stable
or
as
stable
as
possible.
B
B
Unfortunately,
there
were
some
other
eliminations
and
reductions
that
had
to
be
made
in
order
to
achieve
this
goal,
so
the
basic
life
insurance-
and
you
can
see
down
here
on
the
bottom
left
you'll
see
that
basic
life
insurance
was
reduced.
Today
we
have
basic
life
and
a
basic
life
insurance
benefit
to
all
all
pep
members
of
25
000
for
actives
and
12
500,
for
retirees
and
in
the
gov
wreck
version.
B
B
We
do
have
a
sixty
benefit
today
and
that
was
then
eliminated
because
of
the
cost
that
it
came
to
the
program
and,
like
I
said
I
will,
I
will
go
over
this
in
a
few
minutes.
We
also
had
medicare
hra
contributions.
So
those
these
are
contributions
that
our
retirees
receive,
those
on
the
medicare
exchange
today,
they're
receiving
13
per
year
of
service,
and
that
is
now
being
reduced
to
eleven
dollars
per
year
service.
B
B
There
were
a
few
other
budgeted
plan,
design
changes.
We
had
some
out
of
network
billing
charges.
The
way
that
we
that
peb
performs
out
of
network
billing
charges
was
changed
to
a
140
of
medicare
charges.
So
we
use
basically
what
what
medicare
would
pay
and
we
would.
We
will
pay
140
percent
of
that
then
there's
the
smart
90
prescription
drug
program,
as
well
as
the
30-day
express
advantage
prescription
program
we
implemented
both
of
those.
This
is
not
going
to
have
a
huge
member
impact.
B
B
99
of
members
are
still
will
have
the
the
pharmacy
available
to
a
pharmacy
available
to
them
within
five
miles
of
their
home.
B
B
So
why
did
we
introduce
a
new
plan
this
year?
First
of
all,
back
before
covet
hit,
and
we
were
eight
state
agencies
were
initially
given
budget
directions.
The
that
initial
direction
was
to
introduce
flat
budgeting
so
flat
budgeting
for
pet
because
of
medical
trend
is
essentially
a
five
percent
cut.
That's
our
our
dollar
does
not
go
as
far
last
year
or
this
year
as
it
did
last
year,
and
so
we
knew
that
a
flat
budget
was
going
to
impact
the
current
plan
design
it
would.
B
It
was
going
to
be
a
significant
impact
on
plan
design
and
only
having
a
high
deductible
plan,
really
limits
your
options
as
to
as
to
what
kind
of
impact
you're
going
to
have
one
of
the
most
likely
impacts
is
we
were
going
to
have
to
raise
that
deductible,
which
is,
as
I
said
earlier,
that
is,
first
dollar
coverage.
Have
the
high
deductible
plan
does
not
cover
medical
services
outside
of
prevented
services
until
you
hit
that
deductible
until
you
reach
that
deductible?
B
B
B
So
the
basics
of
the
new
low
deductible
plan
members
do
have
access
to
a
robust
nationwide
provider
network.
This
is
similar
to
our
high
deductible
plan,
where
it's
offered
statewide,
it's
not
a
regional
plan,
so
you
do
have
access
to
to
your
own
provider
and
through
a
provider
network
referrals
are
not
required
and
although
we
do
call
this
a
low
deductible
plan,
it
is
it
there's
a
lot
of
co-pays.
So
it's
very
co-pay
based
a
lot
of
these
services.
Definitely
they're
they're
not
going
to
apply
to
the
deductible.
B
So
the
elimination
of
long-term
disability-
I
wanted
to
go
over
this
because
you
will
be
hearing
a
lot
about
it
in
public
comment,
and
this
was
a
benefit
that
was
eliminated
through
the
governor's
recommended
budget.
B
So
you'll
see
here
that
at
the
60
level,
what
that
is-
and
let
me
go
back
so
the
illumination
of
long-term
disability,
what
is
long-term
disability?
It's
a
benefit
that
pays
a
percentage
of
your
salary
when
you
become
disabled
and
are
unable
to
work
for
an
extended
period
of
time
due
to
an
illness
or
an
injury.
B
B
You
can
see
here
in
the
I've
listed,
the
past
claims
history
for
plan
year,
18,
19
and
20.
we're
obviously
in
plan
year
21.
We
don't
have
those
final
claims
yet,
but
you
can
see
that
in
plein
year,
18
and
19,
the
ltd
benefit
paid
out
in
benefits
about
1.5
million
dollars.
However,
the
cost
of
the
of
this
benefit
to
the
program
was
about
nine
million
dollars.
So
there
is
quite
a
disrupt
discrepancy
there.
It
is
a
a
costly
benefit.
B
It's
a
very
important
benefit
because
we
do
have
state
employees
do
not
pay
into
social
security,
and
so
social
security
disability
is
not
an
option
for
many
state
employees
who
do
not
have
a
private
previous
private
sector
experience
or
or
even
recent
private
sector
experience,
and
so
it
is
a
it's
a
safety
net
that
that
we
have
as
state
employees.
B
However,
there
are
some
alternatives,
as
I
said
ssdi,
so
if
they,
if
a
member,
if
it's
a
new
employee
who
has
been
with
the
state
just
a
couple
years
that
came
from
the
private
sector,
they
likely
have
an
ssdi
or
social
security
benefit
that
they've
they've
paid
into.
B
So
they
would
likely
have
ssdi
or
may
have
ssdi.
We
also
have
there's
voluntary
ltd
as
well.
So
there's
those
folks
that
wish
to
choose
that
wish
to
purchase
long-term
disability
on
their
own
can
do
so
and
purchase
a
policy
on
their
own.
Pebb
is
planning
on
offering
this
through
a
voluntary
platform
in
january
of
20
2022,
so
this
benefit
will
be
available
to
members
and
then
there's
also
pers
retirement
disability.
B
So
there's
any
state
employee
that
pays
into
purse-
and
I
say
this
because
all
those
state
employees
do
pay
into
pers
there's
a
portion
of
the
inchi
population
that
does
not
so
those
that
do
pay
into
pers
and
participate
in
purse
do
have
a
retirement
disability.
Again.
These
are
alternatives
to
long-term
disability.
But
it's
not
it's
not
the
same
benefit.
I
do
want
to
emphasize
that
what
are
other
states
doing?
B
Other
states
are
just
a
quick,
a
quick
google
search,
utah
and
washington
offer
similar
similar
ltd
as
pep
does
today.
It
is
part
of
the
basic
benefit
package
and
the
state
actually
pays
for
those
premiums.
B
But
then
we
have
other
states
colorado,
new
mexico,
oregon
massachusetts.
They
offer
employee
paid,
often
opt-in
options,
and
so
this
is
a
voluntary
benefit
that
is
offered
to
employees
and
colorado
and
massachusetts
are
similar
to
nevada,
where
their
employees
do
not
pay
into
social
security.
B
So
moving
on
to
enrollment
projections,
enrollment
projections
are
very,
very
important
in
the
overall
budget
of
them,
because
it
is
it's
very
it's
tied
to
the
subsidy
amounts,
which
is
where
pebb
gets
the
majority
of
the
funding.
B
So
you
can
see
here
that
overall,
the
enrollment
projections
are
fairly
stable.
There
haven't
been
a
lot
of
it's.
It's
been
pretty
stable
throughout
the
the
last
biennium.
We
haven't
changed
those
numbers.
It
has
dropped
a
little
bit
due
to
some
the
hiring
freezes
and
things
like
that.
So
the
enrollment
productions
are
a
little
bit
lower
moving
into
the
next
biennium,
but
they
haven't
changed
significantly.
B
Then
we
have
inflation
assumptions,
so
inflation
assumptions,
although
pebb
does
have
actuaries,
who
do
make
specific
inflation
assumptions
specific
to
pebb.
Our
budget
typically
includes
the
gfo
governance,
governor's
finance
office
trend
and
they
have
in
fiscal
year
22
and
23
using,
I
believe,
is
economy.com.
That
is
the
information
that
we've
received
from
the
governor's
finance
office.
B
They
use
the
the
economy.com
numbers
which
basically
show
that
medical
claims
we're
going
to
see
we're
going
to
expect
to
see
a
about
three
and
a
half
percent
trend
on
medical,
a
four
percent
trend
on
pharmacy,
one
point:
seven:
five
percent
trend
on
dental
and
then
our
hmo
epo
premiums,
which
are
not
self-funded
those
are
the
hmo,
is
actually
a
fully
insured
product.
B
What
is
important
to
note
here
about
the
trend
in
general
is
that
trend
during
the
off
years
if
there
are
any
increases,
so,
for
example,
if
medical
claims
end
up
being
five
percent
instead
of
the
of
three
and
a
half
percent,
that
difference
must
be
born
100
by
members
in
the
form
of
either
premium
increases
or
benefit
reductions,
because
there
is
no
mechanism
to
change
this
in
the
off
year,
so
that
is
that
is
one
of
the
challenges
that
our
program
faces
because
of
the
unknown
and
having
to
especially
during
covid
having
to
really
make
projections
medical
trend
projections
two
years
out.
B
So
this
is
something
that
we
struggle
with
internally
in
the
program
just
because
of
the
that
the
impact
and
how
significant
of
the
you
know
how
unknown
that
is
in
you
know,
moving
forward
so
employer
contributions,
the
state
subsidy
levels
have
you
see
through
the
last
biennium?
B
They
have
dropped
significantly
because
of
the
budget
reductions.
We
are
now
we're
going
from
783
dollars
in
fy
21
to
of
the
states.
That's
the
state
subsidy
level
to
727
and
22
and
and
755
and
23.
You
see
that
it's
a
little
higher
in
23.
again
we
are.
B
We
are
focused
on
that
trend
in
23
and
making
sure
that
any
trend
is
we
minimize
the
impact
to
members
in
that
second
year.
That's
why
you
see
that's
that
higher
amount
in
23
versus
22.
B
Here's
a
chart
here
of
the
state
employer
contribution
subsidy
percentage,
so
that
is
how
much
these
the
subsidy
is,
how
much
the
state
covers
the
overall
employee
or
the
overall
cost
of
the
of
coverage.
So
you
can
see
here
that
typically
we're
hovering
right
around
93
to
95
year
to
year
of
that
of
the
entire
cost
of
health
care
coverage.
For
that
employee.
Only
for
state
active
employees.
It
is
reduced
slightly
for
the
retirees
we
were
going
from
about
64..
It
went
up
in
19
and
20
to
65
and
66.
B
It's
going
back
down
to
the
62
percent
moving
forward,
so
reserves
history
we'll
go
into
reserves
a
little
bit
here,
but
we,
the
program,
has
three
reserve
categories.
We
have
an
hra
reserve
and
ibnr,
which
is
incurred,
but
not
not
reported,
and
then
we
have
catastrophic
reserves
and
differential
cash
which
you've
probably
recognized
as
access
reserves.
B
So
the
first
three,
the
hra,
ibnr
and
catastrophic-
are
required
reserve
levels.
Those
are
based
on
the
a
an
actuarial
methodology
based
on
the
claims
amount,
so
those
are
required
and
will
fluctuate
based
on
what
our
claims
liability
is
projected
to
be.
B
The
differential
cash
or
excess
reserves
is
the
what
the
program,
the
difference,
basically
between
the
the
revenue
coming
in
and
the
expenditures
going
out,
and
so
you
can
see
that
that
has
dropped
significantly.
Within
the
last
couple
years
we've
been
trying
to
spend
down
after
many
years
of
accruing
those
excess
reserves.
We
have
been
making
an
attempt
to
spend
those
down,
and
projections
are
that
we
are
hitting
the
mark
here
in
20
and
23
2020,
2022
and
2023.
B
B
So
what
are
our
revenue
sources,
our
funding
sources?
So
we
have
the
state
subsidy
level
state
subsidies
which
are
about
55,
which
is
most
of
what
our
funding
is,
and
then
we
have
the
the
employee
contributions.
Obviously
that's
the
14
and
then
we
have
other
sources.
We
also
have
our.
What
are
our
expenditures
in
a
billion
dollar
budget?
Most
of
our
expenditures
are
claims.
B
You
see
that
55
of
the
expenditures
are
for
our
self-funded
claims
and
then
nine
percent
are
for
the
fully
insured
product.
We
do
have
a
very,
very
small
operating
budget
and
an
admin
cost.
B
So
our
recommended
governor's
recommended
budget
includes
some
maintenance
units
which
are
basically
their
their
their
basic
decision
units.
Where
you
know
we
didn't
include
anything
outside
of
the
standard
here,
enhancement
units.
It's
the
same
thing
we
have
just
the
required.
We've
got
some
equipment
replacement
and
things
like
that
performance
measures.
Again
those
did
not
change
much
moving
forward,
they're
they're,
very
similar
to
what
you've
seen
in
the
past.
B
I've
talked
about
some
variables.
I
think
this
is
very
important
to
touch
on,
so
there
are
variables
a
lot
of
variables
that
are
likely
to
impact
the
pet
budget.
First
of
all,
we
have
many
many
many
contracts
that
are
due
to
expire,
that
have
that
we've
already
been
going
out
to
bid
for
and
we've
already
awarded.
Actually
yesterday
at
boe,
we
had,
I
believe,
several
contracts
on
there
that
got
approved
so
in
fy
22
we
did
approve
a.
We
will
have
a
new
network.
B
The
network
is
essentially
what
is
going
to
determine
the
cost
of
claims
and
so
moving
to
a
new
network.
Although
we
have,
we
are
projecting
savings
on
the
new
network,
it's
it's
something
that
will
definitely
impact
the
the
budget.
B
We
also
have
a
new
dental
network
and
actually
we
are
retaining
the
same,
the
same
vendor
on
that
one,
and
also
on
the
hmo
plan
of
the
health
maintenance
organization,
we're
also
changing
financial
auditors.
That
is
out
for
bid
right
now
we
have
a
new
health
plan
auditor
and
we
are
implementing
a
new
benefits
management
system.
So
all
of
these
have
an
impact
to
the
peb
budget.
B
Moving
into
23
we've
got
very
major
contracts
that
may
be
switching
hands
as
well,
so
we
have
the
third
party
administrator.
This
is
this
is
essentially
the
the
one
of
the
most
impactful
changes.
Should
it
change
vendors
not
only
to
pebb
but
to
the
membership
as
well.
B
We
have
a
national
medical
network
that
will
be
going
out
to
bid
as
well,
and
then
we
have
the
pbm
the
pharmacy
benefits
manager.
Anyone
who
has
a
prescription
deals
with
the
pbm,
and
so
this
is
a
large.
This
will
impact
members
and
also
again
our
pep
budget.
Pharmacy
is
a
big
big
part
of
our
claims
cost.
B
Claims
are
going
to
be
a
huge
variable,
as
you've
heard
me
say
that
covet
19
is
going
to
drive
this.
In
the
past,
we
have
been
receiving
coronavirus,
reimbursement
funds
for
any
of
the
covet.
19
claims
cost,
but
moving
forward.
That
is
something
that
you
know.
B
We
may
not
be
able
to
depend
on,
and
so
these
medical
costs,
these
covet
19
medical
costs
that
are
trickling
and
especially,
I
know
just
I
received
yesterday,
I
received
the
the
updated
covet
claims
I
get
one
every
week
and
just
in
the
last
two
weeks
we
have
seen
a
one
million
dollar
spike
in
kobit
19
claims
cost.
B
So
if
you
recall
there
was
a
a
very
significant
spike
in
in
covet
19
during
that
time,
and
we
are
now
just
beginning
to
see
those
claims
costs
come
in,
so
this
will
definitely
impact
the
program
moving
forward,
because
again
we
are
typically
when
we
project
medical
trend.
We
don't
it's.
There's
expectations,
there's
modeling
there
is.
We
can
look
at
experience,
but
coronavirus
is
one
of
these
things
that
we
don't
have
experience
on.
This
is
a
relatively
unknown
variable
that
can
definitely
impact
things,
especially
moving
into
fy23.
B
So,
for
example,
we
have
many
members
who
have
not
received
the
surgeries
and
care
that
they
would
have
normally
received
and
they've
been
putting
off
care
because
of
the
pandemic.
B
So
what
is
that
going
to
look
like
in
fy23
what,
if
these,
the
health
care
costs
are
or
the
health
conditions
are
worsened
because
of
the
delay
in
the
in
getting
care
in?
You
know
21
and
22.?
B
So
these
are
all
things
that
can
impact
the
program.
Additionally
plan
design
changes.
We
have
a
new
plan,
we
don't
know
how
people
are
going
to
utilize
it.
The
first
few
years,
usually
you've
got
the
first
year
or
two
you've
got
some
people
that
don't
use
it
at
the
at
the
right
levels,
or
maybe
they
use
it
more.
So
there's
this
the
introduction
of
a
new
plan
introduces
some
element
of
a
variable
that
you
just
you
don't
know
and
then,
as
I
said,
medical
and
pharmacy
trend.
B
One
thing
I
didn't
cover
was
vaccine
costs.
So
while
the
vaccine
is
comes
at
no
cost
just
like
when
we
administer
a
flu
vaccine,
those
come
with
a
administrative
cost,
so
usually
the
provider
will
charge
a
an
administrative
fee,
that's
associated
with
that.
So
I've
been
seeing
those
vaccine
costs
trickle
in
and
they're
looking
at
about,
20
to
25,
30
or
so
per
vaccine.
B
B
Something
that
is
very
important
to
discuss
at
this
committee
meeting
in
particular,
is
our
peb
timeline.
So,
typically
in
november
plan
design
is
approved,
and
why
do
we
do
it
in
november?
It's
because
there
is
a
lot
of
work
that
goes
into
all
of
these
into
getting
ready
for
open
enrollment,
which
is
in
may
so
in
november
the
board
meets
and
plan
design
is
approved,
so
starting
in
december
we
begin
to
really
all
the
work
starts
taking
place
so
operational
and
I.t
needs
to
implement
the
approved
program
plan
design
are
assessed.
B
B
We
begin
to
start
updating
and
developing
new
plan
documents,
all
of
the
open,
enrollment
material,
there's
a
lot
of
open,
enrollment
material
that
has
to
be
updated
and
benefit
guides.
Member
communication
things
like
that.
We
we
start
planning
open,
enrollment
meetings
and
webinars
things
like
that
all
start
to
take
place
in
january.
B
Our
board
meets
again
and
any
remaining
plan
to
sign
decisions
are
approved
once
that
is
done,
then
january
through
march,
we
have
staff
internally,
who
are
working
very,
very
hard,
they're,
updating
the
planned
documents
and
websites,
and
things
like
that,
ready
for
open
enrollment,
making
sure
that
all
our
ducks
are
in
a
row
for
the
open
enrollment
in
may.
B
In
march,
the
board
meets
and
rates
are
approved.
Why
do
we
wait
until
march?
It's
because
we
need
to
have
that
most
up,
up-to-date
experience
and
when
I
say
experience
it's
what
are
the?
What
is
the
utilization
in
the
plan?
So
the
actuaries
cannot
price.
B
The
the
plans
without
having
that
most
up-to-date
utilization,
and
so
we
really
wait
until
really
the
last
possible
minute
to
establish
those
rates
so
in
in
march,
the
board
approves
rates
and
then
and
right
after
that
march
board
meetings.
B
We
start
loading
the
rates
into
the
eligibility,
the
enrollment
eligibility
system
and
those
rates
are
all
tested,
they're
included
in
all
of
the
plan
documents
and
member
communications
and
I'll
tell
you
what
we
have
members
calling
well
before
march
to
find
out
what
these
rates
are,
and
so
the
delay
of
rates,
as
we've
had
in
the
last
few
years,
have
really
really
impacted
members
in
a
negative
manner,
because
it's
really
the
way
that
they
determine
what
plan
that
they
want
to
be
on
moving
forward
in
that
new
plan
year,
and
so
in
the
month
of
april,
we
are
testing
those
rates
we
are
putting
on
open
enrollment
meetings.
B
We
are
holding
webinars,
we're
doing
everything
that
we
need
to
do,
updating
the
website
to
reflect
all
of
the
new
plan,
year
enrollment
materials
and
then
on
may
1st.
That
is
the
first
day
of
open
enrollment
members
have
a
month
to
to
make
those
changes
through
open
enrollment,
and
then
they
have
up
until
june
15th
to
support
or
to
submit
any
supporting
documents
over
certificates.
B
Marriage
because
things
like
that,
if
they
add
any
members
to
their
coverage
and
then
on
july,
1st,
the
new
plan
year
begins,
and
so
the
reason
that
this
timeline
is
posted
is
because
I
know
in
previous
sessions
we've
had
some
issues
with
our
you
know,
with
delays
in
our
budget
and
the
subsidy
levels,
and
things
like
that,
and
so
it's
just
it's
important
to
for
the
the
members
of
this
committee
to
understand
the
timeline
and
and
know
concurrently
what
you
know.
A
Thank
you,
miss
rich
has
a
lot
of
information
and
I
know
you've
given
us
this
presentation,
most
of
it
twice
now,
I'm
still
working
to
wrap
my
head
around
how
some
of
this
works
and
have
been
known
to
staff
to
ask
the
same
question
multiple
times,
but
I
wanted
to
get
started
since
there
are
quite
a
few
new
members
on
this
committee
with
some
clarifying
questions
on
just
how
the
program
functions
and
the
first
one
I
want
to
ask
has
to
do
with
your
the
peb
board
process.
B
So,
for
the
record
laura
rich,
typically,
the
board
will
approve
the
the
peb
budget.
So
in
a
normal
year
we,
the
executive
officer,
would
present
a
series
of
a
report
to
the
board
and
and
then
agency
request
budget
would
be
built
based
off
of
those
decisions
submit
it
now
once
an
agency-
and
this
is
not
this-
this
is
applies
to
some
most
other
agencies
in
the
state.
B
Once
an
agency
submits
their
agency
request
budget,
it
then
is
in
the
hands
of
the
governor
of
the
governor's
finance
office,
and
so
in
the
past
there
have
been
changes
that
have
been
made
to
pep's
budget
as
well
as
I'm
assuming
you
know,
other
agencies
as
well.
This
is
this
is
what
the
governor's
finance
office
does.
It
is
their
responsibilities
is
the
author.
They
are
authorized
to
make
changes
based
on
what
is
necessary
and
what
the
governor
wants
to
include
in
his
recommended
budget.
B
Unfortunately,
this
year,
with
the
the
unfortunate
circumstances,
the
fiscal
circumstances
that
we
were
facing,
we
we
were
pressed
for
time,
and
so,
when
the
board
met
in
november,
the
pep
board
was
tasked
with
making
those
12
percent
proposed
plan,
design,
changes
and-
and
so
based
on
that
we
submitted
the
budget
to
the
governor's
finance
office.
B
As
you
know,
between
the
end
of
november
to
the
end
of
december,
there
were
there
was
a
lot
of
new
information
that
came
out,
especially
through
the
economic
forum,
and
so
the
governor's
finance
office
was
able
to
then
reinstate
some
of
the
funding
to
pep.
At
that
point,
the
the
fund
so
with
pep
specifically
our
budget
is
so
closely
tied
to
plan
design
that
when
you
make
budget
changes,
it
makes
plan
design
changes.
B
That
is,
there's
there's
only
certain
levers
that
we
can
use
and
most
of
them
are
tied
to
plan
design,
and
so
the
governor's
finance
office
worked
with
pebb
to
make
proposed
changes
based
on
the
funding
that
was
available
at
the
time
in
that
direction
that
was
given
to
pebb.
So
it
did
not
come
back
to
the
pep
board,
but
it
was
well
within
the
authority
of
gfo
to
to
make
those
changes
and
to
for
the
governor
to
include
the
the
recommendations
in
his
recommended
budget.
So
hopefully
that
makes
sense.
A
That
helps
to
paint
a
picture
of
how
much
work
has
gone
into
this
already.
My
my
other
question
related
to
the
pep
word,
is
the
public
input
process,
so
how
much
input
does
the
public
have
in
the
development
of
these
plan
designs.
B
So
for
the
record,
laura
rich,
the
so
there's
there's
two
aspects
of
this.
We
do
have
obviously
a
lot
of
public
comment
and
we
have
advocacy
groups
that
show
up
to
all
of
the
board
meetings
and
they
do.
They
are
offered
opportunities
to
speak
at
public
comment.
B
Additionally,
I
will
add
that
I
invite
the
advocacy
groups
before
every
board
meeting
and
occasionally
outside
of
those
those
time
frames
as
well
to
have
meetings
with
them
and
have
discussions
about
the
proposed
solutions
or
recommendations
that
are
being
made
to
the
board,
so
the
public
is
very
actively
involved.
From
my
perspective,
we
do
have
we
board.
Members
are
very
receptive
to
public
comment
and
we
have
definitely
heard
as
you
you
saw
in
my
presentation.
B
For
the
record,
lord
rich,
so
in
november
there
was
a
series
of
options
that
the
board
was
able
to
choose
from,
and
there
was
a
lot
of
discussion
over
all
of
these
options.
There
was
a
lot
of
public
input.
I
believe
the
november
board
meeting
was
over
eight
hours
long,
and
I
think
the
public
comment
was
at
least
an
hour,
if
not
more,
maybe
even
an
hour
and
a
half
of
the
of
the
meeting
initially
so
there.
A
C
Thank
you,
madam
sure,
and
thank
you
director,
rich
for
your
presentation.
I
just
had
a
question
and,
and
you
you
kind
of
glossed
over
the
slide
that
had
my
question
in
it,
and
maybe
it's
just
my
own
ignorance,
but
as
I
was
looking
at
the
between
20
and
21,
the
balance
forward
was
substantial
and
if,
if
these
numbers
are
right,
it
was
almost
4
000
change
from
20
to
21
and
didn't
in
maybe
there's
a
maybe
there's
a
reason
for
that.
C
I
just
don't
it
just
when
something
jumps
that
that
fast
in
that
much,
I
just
have
to
ask
the
question
as
to
what
that's
what
that's
about.
B
C
B
Actually,
I
have
our
miss
carrie
eaton,
our
chief
financial
officer,
in
the
room
here
as
well,
so
I'm
gonna
have
her,
come
and
address
the
question
if
possible,.
B
B
C
C
Thank
you,
chair
peters.
This
is
alex
hearts
for
the
record,
assemblyman
levitt
members
of
the
subcommittee.
I
believe
you
are
referring
to
a
table
at
the
top
of
your
notes
of
your
highlight
document.
C
If
that
is
correct,
you
are
correct
that
it
shows
a
3
724
change
between
fy20
actual
and
fy21.
There
is
a
note
at
the
right
underneath
the
table.
That's
entitled
note
number
one
that
explains
that
that
is
a
that
is
a
mathematical
artifact
of
how
our
system,
the
budgeting
system,
treats
a
balance
forward
between
years
and
so
as
it
explains.
In
the
note,
the
balance,
the
difference
is
only
about
fourth
out.
It's
only
about
a
two
hundred
sixty
I'm
sorry,
four
million
difference
between
the
two
balance
boards
that
actually
occurred.
C
Thank
you
for
explaining
that,
because
the
note
was
a
little
confusing
as
well,
and
and
that's
why
I
asked
the
question
so
when,
when
you
know,
when
we
receive
this
cycle,
will
the
will
the
actual
on
21
accordingly
being
a
negative
in
according
to
this
particular?
C
Well,
it
should,
after
the
after
all
of
the
mathematical
anomalies,
are
cured
because
we
have
actual
numbers
and
it's
actually
came
to
fruition.
The
answer
to
that
is
possibly
it
depends
on
the
amount
that
is
at
the
at
the
end
of
fiscal
year,
21
the
amount
that
is
balanced
forward
into
fiscal
year
22..
A
Thank
you
for
the
question
and
answer
all
right.
I
think
I'm
going
to
go
ahead.
I
guess
I
still
have
a
couple
of
clarifying
questions
to
get
on
the
record
related
to
the
long-term
disability
program
and
the
cuts
to
the
hra
medicare.
A
My
this
is
kind
of
a
question
or
a
comment
more
than
a
question,
I
suppose,
but
the
cost
savings
for
this
state
compared
to
the
cost,
the
loss
of
income
for
these
folks
receiving
this
benefit.
You
know
these.
This
is
a
30
dollar
reduction
a
month
for
a
15
year
of
service
recipient
and
I'm
sorry,
I'm
talking
about
the
medicare
retiree
hra
program
and
and
how
I
mean
having
lived
on
a
fixed
income
as
a
single
person
in
college.
A
I
know
that
30
dollars
can
mean
quite
a
lot,
let
alone
if
you're
dealing
with
disability
issues
or
or
heavy
medical
costs.
So
you
know
I
wanted
to
ask
how
how
you
guys
assessed
that
that
change
and
what
weights
you
used
for
that
change.
B
So
for
the
record
laura
bridge,
so
first
of
all,
let
me
explain
the
hra
contribution.
The
hra
contribution
is,
it
is
meant
to
to
assist
with
the
the
cost
of
the
medicare
retirees
out-of-pocket
expenses.
So
these
are
premiums
and
out-of-pocket
expenses.
I
believe
94
of
those
who
use
an
hra
use
it
to
cover
their
medicare
plan
premiums
to
be
reimbursed
for
their
medicare
plan
premiums.
B
These
the
out
of
pocket
expenses
that
the
members
incur
are
typically
very
low
on
medicare
plans,
and
so
you
know
they
may
have
a
seven
dollar
out
of
pocket
copay
or
something
like
that,
but
they're,
typically
very
low.
Compared
to
what
those
members
on
on
let's
say,
a
cdhp
or
a
low
deductible
plan
would
typically
incur
the
the
pre-medicare
or
active
employees,
and
I
I'm
sorry
as
chair
peters
is.
B
Can
you
repeat
your
question
regarding
the
the
the
other
part
of
your
question,
the
the
I
can't
I
can't
recall
what
it
is
now.
I'm
sorry.
A
No,
my
main
question
was
just
how:
how
do
you
use
the
balance
or
the?
How
do
you
assess
the
reduction
balancing
the
impact
to
recipients
and
or
if
that
is
really
outside
of
the
the
way
you
guys
assess
changes
to
these
programs.
B
So
the
the
reason
that,
for
the
record,
lower
rich
for
the
reason
that
this
decision
was
was
made,
I
believe
it
was
the
the
thought
behind
this
was
reductions
are
going
to
have
to
be
made
and
they
affect
every
group,
and
so
we
have
active
employees.
B
This
is
how
the
retirees,
though
retiree
medicare
exchange
retirees
we
do
not
peb,
is
not
liable
for
their
claims,
because
they
are
medicare
eligible
they're
on
these
medicare
plans,
so
we're
not
we're
not
paying
their
claims.
However,
we
do
provide
them.
This
hra
contribution
depending
on
years
of
service,
and
so
this
was
just
one
of
many
options
that
pebb
had
to
make
reductions
and
one
way
to
kind
of
spread
the
pain
among
all
groups.
If
that
makes
sense,.
A
Yeah,
I
can
understand
that.
Do
you
gave
us
the
numbers
for
how
many
folks
are
on
long-term
disability
through
your
program,
but
how
many
folks
are
on
your
hra,
your
medicare
hra
program.
B
A
C
Okay,
I
just
want
to
start
with
my
first
one.
It's
just
a
clarifying
just
to
make
sure
I
wrote
my
notes
down
correctly,
miss
rich
now.
Did
you
say
that
preventative
care
is
not
currently
covered
in
the
high
deductible
plan,
but
in
the
new
low
deductible
plan.
B
So
preventive
care
is
for
the
record.
Lower
rich
preventive
care
is
covered
under
all
plans.
This
is
part
of
the
aca
and
what
I
I
think,
what
I
meant
to
say
was
that
the
on
the
high
deductible
plan
outside
of
preventive
care,
which
does
come
at
no
cost
in
order
to
receive
care,
you're
subject
to
a
deductible,
so
any
any
time
that
you
would
receive
care
outside
of
that
of
those
prevented
services.
B
For
the
record
lower
rich
it,
it
works
similar
with
the
low
deductible
plan
it's
just
much
lower.
So
instead
of
the
seventeen
hundred
and
fifty
dollars,
they're
only
subject
to
five
hundred
dollars,
which
is
you
know,
much
different,
it's
a
it's.
A
much
lower
dollar
amount
to
come
up
with
in
order
to
receive
care.
C
And
then,
madam
sheriff,
I
could
ask
a
couple
more
questions
regarding
long-term
civility.
Okay,
thank
you
and
then
I
had
a
similar
question
to
what
chair
peters
had
in
regards
to
the
hra,
but
kind
of.
Can
you
walk
me
through
what
weights
you
guys
used
in
your?
I
think
it
was
november
meeting
to
get
to
the
50
benefit
level
as
a
12
budget
reduction.
What
considerations
did
you
guys
have.
B
So
for
the
record,
laura
rich,
as
I
said,
there
were
various
options
that
were
presented
to
the
board
at
the
november
board
meeting,
and
so
the
board
had
to
come
up
with
many
had
to
choose
many
of
those
options
in
order
to
come
up
with
the
12,
which
at
the
time,
that's
that's,
72
million
dollars
for
pub
for
the
biennium,
and
so
it's
quite
a
large
number
to
come
up
with,
and
so
the
board
discussed
all
of
the
options
that
were
available
and
decided
what
options
were
the
most
palatable.
B
B
However,
there
was
a
concern
to
completely
eliminate
it,
and
so
the
option
that
was
approved
at
the
november
board
meeting
was
to
reduce
it
to
a
50
benefit
level
versus
a
60
benefit
level,
and
so
the
the
savings
obviously
were
not
as
dramatic
as
fully
eliminating
it.
But
so
the
board
had
to
make
other
changes
and
the
other
decisions
that
were
made
were,
I
believe
they
were
to.
B
C
And
just
in
staying
in
the
long-term
disability
lane,
if,
if
the
coverage
is
eliminated,
did
you
guys
look
at
what
it
would
look
like
if
participants
tried
to
purchase
it
on
their
own
or
voluntary
sites
they
voluntarily
signed
up
for
it
and
what
that
cost
would
be
to
participants.
B
For
the
record,
laura
rich,
yes,
it's
typically,
it
is
about
one
to
three
percent
of
your
income,
and
so
this
is
it's
different
for
everybody
because
of
the
benefits
of
who
pebb
pays
it
on
a
group
level
and
we
pay
the
premium
on
a
group
level.
If
you
were
to
purchase
it
individually,
it
would
be
similar
to,
for
example,
car
insurance
right.
It's
it's
very
specific
to
an
individual's
position.
B
Long-Term
disability
is
similar,
so
it
would
be
age
and
what
is
your
other
factors
would
be.
What
is
what
is
your
income?
So
it's
a
lot
different
for
someone
with
an
income
of
40
000
versus
someone
with
an
income
of
120
000,
and
so
it's
it's
very
individual
as
far
as
what
the
cost
would
be.
If
members
are
to
purchase
it
on
their
own,
it's
definitely
it's
a
significant
cost,
because
it
is
one
to
three
percent
of
your
salary.
Typically.
C
And
then
I
know
madam
chair,
may
I
have
a
follow-up.
Okay.
Thank
you
now.
I
know
that
we're
looking
at
your
budgets
for
22
and
23,
but
you
when
you
were
going
over
the
pad
timeline.
You
mentioned
that
you
guys
start
planning
in
december.
So
if,
if
funds
become
available,
will
you
and
you
guys
start
planning
in
december
of
21
for
the
2022
for
the
22
plan
year?
If
funds
become
available,
would
you
be
able
to
restore
any
of
these
benefits
before
the
next
legislative
session?
Is
that
possible.
B
Laura
rich
for
the
record
anything
is
possible.
Some
things
are
just
a
lot
easier
than
others.
So,
for
example,
restoring
long-term
disability
would
it
doesn't
claim
to
plan
design,
and
so
we
don't
need
actuaries
to
get
involved.
We
don't
need,
there's,
there's
not
a
it's
fairly
simple.
B
We
know
the
cost
to
that
and
that
could
easily
be
restored,
whereas
things
like,
if
you
want
to
take
away
from
plan
design
and
restore
those,
but
that
funding
used
for
maybe
restore
a
long-term
disability,
then
that
becomes
a
lot
more
complex
because,
as
I
said,
there's
a
lot
of
work
that
goes
into
putting
the
master
plan
documents
together,
open
enrollment
materials
and
things
like
that,
and
so
it's
doable
it's
definitely.
C
So
if
some
of
these
benefits
were
eliminated
in
december
21
we
and
there
was
funds
available
in
december
21.
We
could
start
having
the
discussions
around.
You
know:
hra
long-term
disability
and
life
insurance
for
the
23
plan,
you're,
restoring.
B
Yeah
for
record
laura
rich.
Yes,
that
would
be
much
easier
than
in
than
in
for
going
into
plane
year.
22,
yes,
yeah.
C
Yeah,
I
meant
playing
your
23,
I
just
yes
thank
you
and
then
okay.
Thank
you,
madam
chair.
Thank
you.
Thank
you.
A
C
D
C
Want
to
ask
about
the
the
long-term,
let
me
find
my
place.
C
Sorry,
when
we
talk
about
contribution
percentages
in
the
past,
they
were
set
at
specific
and
you
had
a
chart
that
was
on
this.
Oh,
I
guess
I
need
to
unmute.
Does
that
work?
C
Okay,
you
have
you
have
percentages
in
the
past
that
were
set
and
you
had
a
chart
that
was
on
this.
It
showed
at
95
and
83
for
state
act
is
versus
dependent
and
then
the
the
the
the
dependents
were
usually
20
less
than
that
of
the
participants.
C
Can
you
explain
the
rationale
how
the
those
contribution
percentages
for
participants
independents
were
set
for
the
2123
biennium?
I
think
you
kind
of
alluded
to
it,
but
I
wanted
a
little
bit
more
detail.
B
For
the
record,
laura
rich
there's,
we
actually
in
board
policy,
have
a
the
board,
has
a
an
equation,
a
mathematical
equation
that
is
used
to
determine
the
dependent
rates,
and
this
is
where
actuaries
use
to
to
produce
those
rates.
B
I
believe
in
plan
year
20
the
our
current
plan
here
in
21,
so
last
march,
the
board
strayed
somewhat
from
that,
and
so
that
that
changed
a
little
bit.
This
is
actually
something
that
we
are
going
to
be
discussing
at
the
march
board
meeting.
When
we
set
rates,
the
board
is
going
to
be
reassessing
that
formula
that
is
used
to
determine
the
dependent
subsidies.
B
For
the
record,
laura
ridge
I'd
have
to
go
back
and
look
at
the
history,
but
I
believe
it's
it's
in
our
board
policies
and
procedures
and
the
I
believe
it
was
determined
with
the
assistance
of
the
actuarial
consultants
that
we
use
and
has
been
used
in
historically
throughout
the
years.
A
Thank
you.
Next,
I
have
a
question
from
assemblywoman
miller.
E
Thank
you,
chair,
peters.
My
question
is
I
really
if
we
could
go
back
a
little
bit
to
the
health
reimbursement
arrangement
or
the
hra,
because
I
still
have
some
questions.
I
know
that
chair
was
asking
chair.
E
Peters
was
asking
some
questions
about
how
the
decision
making
came
about,
but
I
really
would
like
to
get
to
the
direct
impact
on
participants
on
our
retirees
when
we're
looking
at
what,
as
chair
mentioned,
it's
a
thirty
dollar
reduction
per
individual
at
fifteen
years
of
service,
but
we
also
know
that
we
have
retirees,
many
that
are
on
very
fixed
incomes
and
30
dollars
can
be
a
huge
impact
on
some
people
per
month.
So
my
first
question
would
be:
what
exactly
can
the
h
up
is
the
hra
used,
for
what
does
it
cover?
E
E
I
can
use
it
to
pay
deductibles
or
co-pays
or
my
medicare.
Can
you
first
explain
specifically
because
I
think
in
this
conversation
we're
also
having
a
lot
of
we're
using
a
lot
of
financial
terms
and
if
we
can
bring
it
down
to
just,
you
know,
bring
it
down
to
to
to
terms
that
everyone
understands
that
we
can
speak
in
a
language
that
everyone
understands
the
impact
or
the
purpose.
B
So
for
the
record-
laura
rich,
yes,
so
putting
it
into
the
the
human
aspect
of
the
human
perspective,
so
the
health
reimbursement
arrangement.
What
that
is
is
it
allows
the
medicare
retirees
to
to
use
those
funds
to
be
reimbursed
for
any
kind
of
eligible
medical
expense.
B
For
specifically-
and
this
only
applies
to
the
retirees
on
the
exchange,
they
are
able
to
receive
reimbursement
for
premiums
as
well.
Now
there
are
many
medicare
plans
that
are
at
zero
dollar
premiums,
and
so
there's
many
members,
many
retirees
who
do
not
incur
an
expense
and
do
not
have
typically
a
a
reimbursable
monthly
expense.
B
Accounts
to
add
eight
thousand
dollars,
because
we
had
a
very
significant
group
of
medicare
retirees
who
had
either
never
used
it
or
used
it
very,
very
sparingly,
and
so,
and
this
is
a
reimbursement.
So
it's
different
than
a
health
savings
account
where
this
does
not
it's.
It's
only
used
for
to
be
reimbursed
for
eligible
expenses
and
does
not
go
with
the
member.
B
Should
they
it
does
not
it.
It
goes
away,
is
returned
to
pebb.
Should
the
member
either
pass
away
or
move
off
the
program?
If
you
tell.
E
B
B
So
any
any
kind
of
premium
is
reimbursable,
any
kind
of
drug
expense
any
out
of
pocket.
You
know
co-pay.
B
There
are
certain
things
that
medicare
doesn't
cover,
for
example,
hearing
aids,
so
that
would
be
a
significant
expense
that
someone
might
use
their
hra
for,
but,
as
I
said
earlier,
90
94
of
the
reimbursements
that
are
approved
through
the
vendor
that
we
that
we
use
are
for
premiums.
So
this
is
to
reimburse
for
either
your
part
part
b
premium
or
your
medicare
or
your
medigap
or
medicare
advantage
plan.
B
If
there's
any
kind
of
we
have
medicare
retirees
who
are
on
our
dental
that
do
receive
dental
from
pebb
they're
eligible
to
be
reimbursed
for
that
as
well.
So
most
of
these
retirees
are
receiving
reimbursements
for
premiums.
E
Okay,
and
so
with
that,
what
is
because
I
know
that
you
know
I
just
experienced
this
with
my
own
mother
a
few
years
ago
as
she
had
to
go
through
this
whole
process
of
finding,
because
the
the
difference
in
years
between
retirement
and
medicare
until
you
get
to
you,
know,
there's
many
many
difference
in
years.
So
I'm
asking
so,
as
you
say
that
many
people
are
using
this
for
their
medicare
and
medigap
and
and
the
multiple
overlapping
programs
they
often
have.
E
B
B
So
everyone
has
to
pay
the
part
b
premium,
which
is
149.50,
that
is,
that
is
a
the
part
b
premium
and
then
there's
many
folks
who
don't
have
a
premium.
They
they
have
a
zero
dollar
premium
and
then
there
are
folks
who
do
have
other
premiums,
other
plans
and
and
doing
for
those
premiums.
So
I'm
happy
to.
I
don't
have
that
number
on
me,
but
I
can
definitely
ask
the
vendor
to
pull
that
report
and
let
us
know
what
that
average
average
dollar
amount
is.
E
Please
do
and
please
submit
that
to
the
committee,
because
I
think
it's
important
for
us
all
to
see
the
diff
you
know
between
what
is
being
reimbursed
and
what
is
what
the
retirees
expect
is
actually
paying,
especially
because
this
seems
to
be
according
to
one
of
your
previous
slides
about
eight
percent
of
the
budget,
so
eight
percent-
I
I
just
wanna,
you
know
the
huge
impact
that
this
is
going
to
have
on
so
many
of
our
nevadans,
our
retirees
again
thirty
dollars
a
month,
we're
talking
about
medicare
we're
talking
about
fixed
incomes.
B
The
so
for
the
record
laura
rich
there.
Obviously
there
there
will
be
an
impact.
There
will
be
an
impact
to
those
medicare
retirees
because
they
don't
have
the
they
will
have
a
reduced
amount
to
for
reimbursable
expenses,
so
for
those
retirees
who
are
using
their
entire
260
dollars
a
month
for
whatever
reason,
maybe
they
have,
they
have
a
dental
throughput
and
they
have
a
medigap
plan
that
they
are.
That
has
a
premium
anything
like
that.
Then
yes,
they
will
be
affected.
B
Those
members
who
do
not
receive
or
do
not
have
additional
expenses
or
out-of-pocket
costs
they
would
not
be
affected
at
all,
and
so
I
think
that
getting
that
number
the
average
dollar
premium
through
the
vendor.
I
think,
will
probably
answer
your
question
as
to
what
is
going
to
be
what
what
is
the
the
impact?
What
is
the
reality
of
the
impact
to
these
members.
E
And
chair
with
your
indulgence,
just
one
more
final
question,
so
with
that,
thank
you
chair
with
that.
Do
we
also?
Could
you
find
those
numbers
for
us
for
so
as
you're
stating
that
some
have
no
premiums
and
some
do
have
premiums?
Is
there
a
way
that
you
could
find
those
numbers
for
us
too?
A
Let's
see
next
question.
I've
got
is
assemblywoman.
C
Gorlow
all
right,
thank
you
very
much
and
thank
you
for
your
presentation.
I
know
this.
D
Is
hard
for
all
of
us
with
the
way
things
are
with
covid
and
just.
C
Budget
cuts,
but
I
wonder
if
you
could
explain
the
process
and
the
time
frame
the
pet
board
will
follow
in
setting
rates,
including.
B
So
for
the
record,
laura
rich,
yes
in
in
march,
the
actuaries
who
today
we
use
aeon
consulting,
will
present
a
a
rate
setting
presentation
to
the
board
and
then
at
that
point
the
board
will
then
make
and
make
a
decision
and
approve
those
rates
based
on
these
subsidies
that
are
that
are
being
presented
in
our
budget.
B
And
at
that
point,
then,
pep
staff
moves
forward
after
that
march
board
meeting
to
include
that
in
all
of
our
open
enrollment
material
and
all
of
our
you
know,
benefit
guides
and
anything
going
out
to
the
members
so
websites
and
website
information
and
rate
tables,
and
things
like
that
are
updated
to
reflect
the
approved
rates
by
the
board
in
march.
A
I
had
a,
I
had
a
kind
of
a
follow-up
question
related
to
the
outreach
to
members
or
state
employees
who
are
eligible
for
these
benefits
and
what
that
looks
like
how
how
do
they
get
opportunities
for
one-on-one
discussions
related
to
the
changes?
Do
they
get
explanation
of
benefits
that
include
scenario
descriptions?
I
know
I've
received
that
from
some
of
my
my
providers.
B
Sure
for
the
record,
large,
yes,
we
do
have
very
significant
outreach,
especially
on
a
plan
year
like
this.
So,
for
example,
we
are.
We
are
changing
networks,
which
means
that
those
members
may
have
different
providers
that
they
may
be
using
a
provider
that
is
in
network
today,
but
will
not
be
in
network
as
of
july
1st,
and
so
this
is
one
major
outreach
that
we're
going
to
be
doing
to
ensure
that
members
really
do
understand
the
changes
that
are
coming
also
we're
introducing
a
new
plan.
So
there's
going
to
be
member
materials
as
well.
B
Typically,
what
we
do
and
some
years
are
more
intense
and
others
depends
on
depending
on
the
changes
to
the
program.
So
this
year,
there's
going
to
be
major
changes.
We
plan
on
putting
together
very
very
robust
presentations
what
we
do
prior
to
coronavirus.
We
would
go
out
throughout
the
state
and
put
on
open
enrollment
meetings
so
that
members
could
attend
and
participate
in
these
open
enrollment
meetings.
B
B
We
have
vendors
that
we
coordinate
with
to
ensure
that
they're
available
to
answer
questions
by
members,
and
so
they
give
presentations
and
are
available
for
for
any
kind
of
explanation,
questions
things
that
are
necessary
through
these.
So
we
plan
on
putting
together
a
ram
this
time
around,
and
I
expect
next
year
as
well,
given
the
potential
vendor
changes
that
we're
going
to
be
seeing.
B
B
So
in
a
nutshell,
yes,
the
this
is
why
sometimes
making
you
know
if
there
are
any
last-minute
changes
are
very
difficult,
because
we
don't
want
to
present
information
and
have
that
change.
B
It
confuses
members,
and
healthcare
is
already
confusing,
as
it
is
especially
health
insurance,
and
so
we
do
our
best
to
provide
as
much
information
and
put
together
a
very,
very
thorough
outreach
campaign
before
prior
to
open
enrollment
every
year,
and
we
also
do
this
all
for
our
retirees
as
well.
We
put
on
quarterly
meetings
for
retirees
and
to
ensure
that
they
understand
that
process
and
the
medicare
process,
which
can
also
be
very
confusing
as
well.
B
So
we
had
a
dedicated
team
of
the
staff
who
are
working
on
this
as
we
speak
and
are
making
sure
that
as
much
information
is
communicated
as
possible.
Our
newsletter
went
out
yesterday
to
members
by
letting
them
know
hey.
This
is
coming.
This
is
what
was
in
gubrac
and
just
kind
of
giving
them
an
update.
As
to
you
know
what
what
is
coming
in
july.
So
we
do
our
best
to
to
communicate
this
as
well
as
we
possibly
can.
A
Yeah,
I
hope
so
I
this
is
just
it's
a
lot
of
people
to
all
change
or
have
the
option
to
change
plans
in
30
days.
So
I
like
the
idea
of
webinars.
I
think
it's
really
that's
a
really
effective
way
of
reaching
people
on
their
own
times,
so
I
look
forward
to
hearing
how
that
goes
for
you.
A
B
So
for
the
record
laura
rich,
so
the
default
plan
is
typically.
This
happens
when
an
employee
is
new.
So
when
they're
new
hire,
if
they
don't
select
to,
they
can
select
to
enroll
in
a
plan
or
they
can
do
nothing.
If
they
do
nothing,
then
they
do
get
they.
They
do
get
defaulted
into
that
plan.
They
can
also
make
this
election
to
decline
insurance
as
well,
but
they
have
to
take
an
action.
If
they
don't
take
an
action,
then
yes,
it
is.
B
There
has
not
been
a
discussion
to
change
that
because
it
is
the
least
expensive
option
and
and
so
that
it
is,
it
makes
sense.
B
You
don't
want
to
put
someone
in
to
default
them
into
one
of
the
higher
cost
monthly
premiums,
because
once
they
are
obviously
after
they
they
are
enrolled,
they're
stuck
in
it
for
a
year
and
unless
they
have
any
any
changes
that
may
make
them
eligible
any
life
changes
that
may
make
them
eligible
to
change
their
plan.
Selections.
A
Thank
you
all
right.
I
have
some
of
your
goku
chia
next.
C
Miss
rich,
I
just
have
a
question
and
some
real
concerns
about
what
we're
looking
at
in
trend
and
inflation.
Clearly,
we
know
over
the
last
year
a
lot
of
elective
surgeries.
Dental
care
have
been
put
off
and
and
again
a
year.
We
can
only
anticipate
we're
going
to
see
a
real
increase
in
the
use.
C
We
we're,
you
know
we're
reducing
raw
reserves,
reducing
benefits,
but
is
it
all
also
realistic
to
think
that
we're?
Probably,
as
you
set
the
rates
in
march,
we
will
see
a
rate
increase
as
well.
B
For
the
record,
laura
bridge
part
of
the
governor's
recommended
budget
really
focused
on
attempting
to
maintain
stable
rates,
and
so
the
actuaries
when,
when
this
plant
design
was
built,
they
do
take
that
into
account
and
look
at
what
it
might
look
like
and
so
in.
I
believe
in
one
of
the
slides
we
have
estimated
rates.
B
B
They
weren't
they
weren't
going
and
getting
their
dental
needs
taken
care
of,
and
so
these
are
claims
that
the
the
program
never
paid
and
so
coming
into
this
plan
year,
we're
looking
at
an
abnormal
and
abnormally
low
utilization,
and
so
that's
what
the
actuaries
are
using
because
of
covet,
and
so
this
is
obviously
an
anomaly
and
it's
not
something
that
is
expected
moving
forward.
B
So
this
is
the
problem.
Is
fiscal
year
23,
as
you
saw,
the
the
trend
is
about
three
and
a
half
percent.
That's
what
we're
budgeting
for
you
said
you
had
concerns
about
trend.
I
definitely
have
concerns
about
trend.
B
It
is
something
that
you
know
if
covid,
if
the
the
delays
and
care
that
have
happened
as
a
result
of
covin,
if
they
turn
out
to
to
if
they
result
in
in
higher
healthcare
needs-
or
you
know,
the
episodes
of
care
that
were
not
taken
care
of
you
know
during
this
plan
year
are
now
worsening
and
possibly
in
fiscal
year
plan
year
23,
if
it
doesn't
pan
out
to
be
a
three
and
a
half
percent,
and
it's
something
like
you
know,
six
percent
that
can
definitely
be
very
impactful
to
the
program
because,
like
I
mentioned
earlier
during
the
off
year,
there
is
no
mechanism
to
adjust
the
only
way
that
we
can
adjust
that
employee,
that
subsidy
level
or
I'm
sorry.
B
The
overall
rate
is
to
either
reduce
the
benefits
or
increase
the
premiums,
and
those
are
100
percent
born
on
the
participants
during
the
off
year,
because
we
cannot
change
the
employer
subsidy
levels
during
the
off
year.
So
it
is
a
very,
very
significant
concern
for
pebb
moving
forward
in
this,
something
that
the
actuaries
are
keeping
a
very,
very
close
eye
on.
B
But,
as
I
said
you
know,
covet
is
just
this
unknown
variable
at
this
point
and
we
don't
know
what
it's
going
to
look
like
and
if
we
had
a
crystal
ball
it
could
make
planning
purposes
a
lot
easier,
but
we
don't.
C
Yes,
thank
you,
miss
rich
and
thank
you,
madam
chair.
I
I
realize
it's
it's
a
guessing
game,
but
the
bottom
line
is
when
we
look
at
three
and
a
half
percent
four
percent
inflation
and
we're
already
reducing
benefits.
I
think
this
committee
needs
to
be
prepared
and
we
all
need
to
be
realistic.
A
G
C
Should
we
modify
the
trend
or
inflation
numbers
that
we're
using
for
the
20
21
23
biennium
budget.
B
So
this
is
laura
rich
for
the
record.
That
is
actually
a
very
good
question.
Senator
brooks
I'm
actually
having
very
initial
conversations
with
our
actuarial
consultants.
Who
again
you
know
no
one.
No
one
has
been
through
a
pandemic
like
this,
and
so
we
don't
really
know
what
to
expect.
So
our
actuaries
are
doing
a
lot
of
modeling
they're.
Looking
at
you
know
the
not
just
for
pebb,
but
on
a
on
a
national
landscape.
B
You
know
what
are
the
expectations
and
I
think
that
there's
been
there's
definitely
been
some
talk
about
this
on
the
national
level.
You
know
what
is
23
going
to
look
like
there's
a
there's,
definitely
a
chance
that
that
three
and
a
half
percent
isn't
going
to
pan
out
and
it
could
be
a
lot
higher
than
that
so
depending
on
the
reality.
If
you
know,
if
we
do
hit
that
three
and
a
half
percent
and
then
we're
just
talking
medical
right,
there's
also
the
pharmacy
side
as
well,
that
can
be
impacted.
B
But
if,
if
we
do
hit
that
three
and
a
half
percent,
then
that's
great,
then
everything
works
out
perfectly.
B
If
let's
say
that,
that
trend
is
changed
to
five
percent,
because
that's
what
you
know,
there's
there's
a
thought
that
maybe
there's
going
to
be
more
utilization
and
higher
cost
specific
to
pebb,
and-
and
so
let's
say
that
we
do
change
that,
and
then
it
doesn't
pan
out
and
we're
at
we're
at
three
and
a
half
percent,
then
we're
going
to
accrue
very
significant
excess
reserves
and
then
there's
the
flip
side.
B
We
don't
change
it
and
we
do
experience
that
you
know
five
six,
seven
percent
trend
where
the
plan
will
have
to
dip
into
our
catastrophic
reserves
to
cover
those
costs
and
then-
or
you
know,
we'll
probably
combination
of
all
we'll
have
to
raise
rates
on
members.
We
will
have
to
reduce
benefits.
B
There's
there's
going
to
there
will
be
action
that
will
need
to
be
taken
so
whether
this
committee
needs
to
adjust
for
inflation.
It's
it's
hard
to
say
at
this
point
because
of
the
covid
unknown,
but
it
is,
it's
definitely
a
risk
moving
forward
for
sure.
C
Thank
you,
mr
rich.
I
appreciate
that
answer
then,
and
care.
I
also
had
a
question
on
audit
if,
if,
if
you
would
elect,
thank
you
mike.
My
question
is
about
the
audits
that
came
out
from
lcb
audit
division
and
last
year,
and
what
of
any
of
the
recommendations
and
and
findings
of
that
audit
if
they
impacted
this
budget
and
impacted
operating
expenses
of.
B
So
for
the
record,
the
audit
focused
a
lot
on
on
contracts,
which
is
why
you
see
the
the
slide
on
variables
and
the
different
contracts
that
we
have
out
to
bid
pebb.
We
are
a
staff
of
34
people,
and
so
we
have
gone
out
to.
B
We
have
gone
out
to
bid
on
many
solicitations
already.
This
has
been
very,
very
taxing
on
the
the
agency
and
on
staff,
but
in
particular
for
the
budget.
Yes,
it
will
affect
the
budget,
because
it's
just
it's
one
of
those
another
one
of
those
unknowns.
B
B
So
all
of
these
the
changes,
potential
changes
that
are
coming
out
of
these
solicitations
that
we
have,
they
can
definitely
impact
the
budget
in
some
ways
for
the
better
in
some
ways
for
the
worst,
but,
for
example,
that
the
ppo
network,
as
you
heard
me,
say
earlier-
we
went
out
to
bid
and
we
are
due
to
save
several
million
dollars
out
of
that
contract,
but
our
enrollment
and
eligibility
system
we
ended
up.
B
The
bids
that
came
in
were
much
much
higher
than
what
we're
paying
today
and
so
there's
now
we're
getting
a
much
better
service,
but
we
are
we're
paying
higher
per
member
per
month,
so
those
definitely
do
impact
our
budget.
Changing
those
vendors
and
going
out
to
bed
is,
although
it's
probably
the
right-
and
it
was
the
recommendation
made
by
the
auditors
and
the
right
action
to
take
and
what
a
government
state
government
agency
should
be
doing
it.
B
A
Thank
you
and
thank
you
for
for
entertaining
all
these
questions
and
clarifying
so
much
about
what
this
program
looks
like.
I
know
we
have
so
many
unknowns
coming
up
in
the
near
future
and
long
term,
and
it's
really
it's
really
a
lack
of
a
better
term,
a
juggling
act
right
now.
So
I,
if
there
aren't
any
other
questions,
somebody
else
have
a
question.
Oh
vice
chair.
C
How
did
you
and
just
one
last
question
promise?
Okay,
I
just
I
wanted
to
see
if
you
had
explored
at
all
what
it
would
look
like
participants
if
there
was
absolutely
no
planned
design
change
what
that
would
mean
as
far
as
how
much
their
premiums
would
go
up
and
if
you
guys,
during
your
board
meetings,
had
any
public
input
on
that,
whether
they
would
pro
employees
would
prefer
to
keep
the
current
plan
designed
but
pay
more
in
premiums.
B
So
for
the
record
laura
rich
to
answer
the
first
part
of
your
question,
we
knew
going
into
even
before
covid
that
retaining
the
current
plan,
design
with
a
flat
budget
which
I
explained
earlier
is
is
essentially
a
cut
for
pebb,
because
our
dollar
does
not
go
as
far
because
of
medical
trend,
so
a
flat
budget
to
us
what's
already
going
to
impact
the
plan,
pretty
significantly
what
that
looks
like
it's
it's
hard
to
say
right
now.
B
I
know
that
was
back
in
earlier
in
2020,
I
believe
was
in
april
in
may,
when
we
were
looking
at
that
I've
seen
probably
48
different
versions
of
plant
design.
Since
so
it's
it's
difficult
to
recall.
However.
B
Yes,
that
was
that
was
looked
at
and
it
was
something
that
we
knew
was
going
to
have
a
significant
impact
on.
You
know
either
plan
design
or
premiums
and
what
that
would
look
like
as
to
whether
that
has
been
a
survey
or
anything
of
that
sort
has
gone
out
to
get
member
feedback.
No,
there
has
not
been
anything
specifically
that
has
gone
out
to
you
know
to
see
if
members
are
interested
in
retaining
the
current
plan
design
but
willing
to
pay
higher
premiums.
For
that.
H
B
Believe
in
the
governor's
recommended
budget,
there
was
a
concern
that
raising
premiums,
especially
during
a
time
when
there's
you
know,
you've
got
state
employees
who
have
furloughs
right
now.
We
didn't
know
moving
forward
if
there
were
going
to
be
furloughs
in
the
in
the
governor's
recommended
budget.
So
there
was,
there
were
some
concerns
that
raising
premiums
is,
would
create
additional
barriers
to
members.
B
But
you
are
you're
correct.
There
could
be
members
out
there
and
I
know
that
there
have
been
specifically,
you
know.
One
advocacy
group
did
say
that
they
preferred
higher
premiums
over
the
over
any
plan.
Design
changes.
However,
that
was
in
the
governor's
recommended
budget.
There
was
a
focus
on
those
those
the
access
to
care
being
relatively
stable
and
not,
and
so
premiums
would
be
one
of
those
and
raise
them
too
much
and
and
people
might
choose
to
decline
them
all
together
and
not
have
insurance.
B
So
it's
it's
definitely
a
an
option,
but
not
one
that
we've
actually
gone
out
and
surveyed
members
on
specifically.
A
Questions.
Thank
you
vice
chair
for
that
question
as
well.
Well,
are
there
any
other
questions
from
members
of
the
committee.
A
A
H
H
D
My
name
is
amy
payson
a-m-y-p-a-s-o-n
and
I'm
the
faculty
senate
chair
at
the
university
of
nevada
reno.
I
have
submitted
written
comment,
but
I
wanted
to
emphasize
that
as
the
faculty
senate,
the
elected
representative
body
at
the
university
of
nevada,
reno,
we've
been
monitoring
all
of
the
proposed
plan.
Changes
in
relation
to
the
governor's
requested
budget
cuts
and
we've
definitely
had
concerns
about
the
reduction
of
those
benefits,
as
well
as
the
reduction
of
the
long-term
disability
benefit
and
as
a
faculty.
D
Marcia
urban
and
michelle
kelly
for
speaking
out
against
the
elimination
of
the
long-term
disability
benefit,
as
you
heard
in
the
presentation
that
other
state
employees
might
have
the
option
to
be
on
pers,
or
maybe
there
might
be
some
employees
that
have
paid
into
social
security.
But
this
is
not
the
case
for
most
of
the
faculty
at
nc.
So
I
wanted
just
to
remind
the
committee
about
who
this
elimination
would
impact.
It
would
eliminate
the
it
would
impact
members
like
myself.
I've
been
a
faculty
member
at
unr
for
11
years.
I
nevada
is
my
home
state.
D
D
According
to
the
presentation,
it
means
that
I
should
go
out
on
the
individual
market
and
see
if
I
can
afford
to
pay
for
that
long-term
disability
benefits
or
take
my
chances
and
wait
in
hopes
that
potentially
ltd
would
be
restored
or
that
potentially
there
would
be
a
voluntary
option.
Come
january,
2022
in
this
pandemic
time,
it's
very
uncertain
and
has
caused
a
lot
of
our
faculty
anxiety.
D
C
H
G
G
His
analysis
tells
the
story
that
nevada
has
allowed
health
insurance
and
benefits
to
erode
away
like
water
does
the
foundations
of
an
earthen
dam?
Please
know
that
state
employees
are
working
through
this
economic
crisis,
we're
putting
in
extra
hours
to
cover
short
staffing
and
hiring
freezes.
Many
of
us
on
the
front
lines
of
the
battle
against
the
pandemic
faculty
are
teaching
students
to
unprecedented
challenges.
G
G
G
What
this
governor's
plan
actually
does
is
shift
costs
to
the
sickest
and
most
vulnerable
and
that's
what's
most
wrong
with
it
by
cutting
the
two
dollar
a
month
to
nhra
contributions
to
retirees,
it's
it's
a
regressive
tax
of
between
thirty
dollars
or
most
I
know,
are
going
to
pay
forty
dollars
per
month.
An
older
retiree
emailed
me
not
two
days
ago
asking
how
he's
going
to
plan
for
his
wife's
upcoming
funeral
god
bless
her,
because
life
insurance,
too,
has
been
cut.
G
Nothing
has
hit
faculty
morale
more
severely
than
this
upcoming
ped
budget
cut
a
professor
with
a
630
per
month.
Prescription
cost
wrote
me,
I'm
thinking
about
taking
a
public
high
school
job
in
maryland,
another
wrote
it's
hopeless,
the
state
doesn't
care.
So
why
do
we
care
about
the
state?
This
erosion
of
trust
affects
diverse
and
minority
faculty,
who
are
at
a
premium
for
higher
elsewhere.
G
We
cannot
retain
them
with
diminishing
salaries
and
shrinking
benefits.
Why
should
they
stay
unless
we
can
do
something
about
these
benefit
cuts,
we'll
we're
just
not
going
to
be
able
to
attain
all
excellent
r1
institutions.
G
H
H
H
H
H
F
D
F
Coming
through
this
is
thank
you.
This
is
priscilla
maloney
representing
the
ask
me
retirees
chat
of
local
4041.
My
name
is
spelled
l
p-r-I-s-c-I-l-l-a
m,
a
l,
o
n
e
y.
I
thank
the
members
of
this
committee
for
their
attention
to
this
complicated
system
this
morning
and
I
will
be
following
up
with
vice
chair
huda,
ghee,
chair
peters
and
assemblywoman
miller,
because
they
specifically
asked
some
questions
that
I
believe
the
written
public
comment
that
I
submitted
does,
at
least
in
part
clarify.
F
I
think
it's
important
to
understand
that
retirees,
in
particular
after
the
legislative
session
of
2011,
have
a
somewhat
more
complicated
history
than
the
rest
of
the
pebb.
The
members
on
pebb.
One
thing
that's
important
to
understand
is
that
I
did
link
to
senate
bill
550.
That's
the
appropriations
bill
from
the
2019
session
and
if
you
click
on
the
link
and
look
at
that
bill,
it's
only
two
pages.
You
will
get
a
sense
of
what
I'm
trying
to
convey
this
this
morning
through
this
non-audio
or
I'm
sorry,
non-visual
audio
process.
F
It
is
arguably
a
small
group,
but
because
of
that
in
1965,
when
medicare
was
passed,
nevada
did
not
pay
into
medicare
for
its
state
employees,
and
so
we
have
various
tiers
which
are
answered
in
this
appropriations
bill,
and
you
will
see
people
retiring
before
january,
1.,
I'm
looking
at
the
second
page
of
the
bill.
1994..
F
F
All
right
well
I'll,
wrap
it
up,
but
please
I
will
be
following
up
with
those
committee
members,
so
maybe
they
can
share
what
I
am
trying
to
clarify
here,
because
it
is
a
complicated
situation
with
the
retirees.
Thank
you
yes,.
H
F
F
Retired
public
employees
of
nevada.
I
think
it's
important
to
note,
as
ms
maloney
stated,
that
in
2011,
when
medicare
retirees
were
offloaded
from
pebb,
they
left
millions
of
dollars
allocated
to
them
in
the
pebb
fund.
In
addition
to
that,
pebb
saves
billions
of
dollars
annually
by
not
having
medicare
retire
retirees
in
the
system.
They
do
not
pay
any
claims
for
medicare
retirees.
F
F
This
budget
proposes
to
cut
that
allocation
even
more.
If
the
dollars
are
allocated
for
retirees,
why
aren't
the
retirees
getting
that
allocation
and
on
the
life
insurance
budget
that
is
being
proposed
to
being
cut
in
half
for
retirees
from
fifteen
thousand
to
seventy
five
hundred
dollars?
The
top
request
from
our
seniors
has
always
been
to
increase
their
life
insurance
to
cover
the
burial
costs
and
the
costs
vary
and
are
escalating.
F
A
That
was
two
minutes.
If
you
could
send
your
your
comments
to
the
com
to
the
committee,
we
can
review
those
if
we
don't
already
I'm
gonna
move
on
to
okay.
H
F
H
F
Chair
peters,
chair
brooks
and
committee
members,
this
is
kent.
Irvin
e
rvin,
representing
the
nevada
faculty
alliance,
the
independent
association
of
ng
faculty
statewide,
robust
health
care
benefits,
are
vital
for
recruiting
and
retaining
state
employees.
In
a
repeat
from
the
great
recession,
health
care
benefits
for
state
employees
are
being
cut
to
fill
a
budget
gap.
F
The
peb
board
made
very
difficult
decisions
in
november
on
how
to
distribute
deep,
12
percent
cuts.
We
appreciate
that
gov
wreck
reduce
the
cuts
overall,
but
it
ships
a
greater
proportion
of
the
cuts
to
the
most
vulnerable
employees.
Those
who
become
disabled
in
the
future
and
those
with
serious
health
care
conditions
will
pay
higher
out-of-pocket,
maximums
and
retirees
with
fixed
incomes.
F
State
employees
are
not
covered
by
social
security
disability
unless
they've
only
been
recently
onto
the
state
rolls
and
nearly
7
000
mg
employees
do
not
have
purge
disability
retirement,
so
the
long-term
disability
benefit
is
their
only
safety
net.
Eliminating
it
is
cruel.
Here's
the
scenario
a
state
employee
gets
cancer.
F
F
H
C
C
You've
heard
I'm
not
going
to
repeat
you've
heard
how
we're
in
a
dangerous
position
as
public
employees
to
keep
our
livelihood
secure,
and
so
I'm
not
going
to
rehash
all
of
that,
but
I
just
want
to
really
urge
this
legislative
body
to
to
use
their
authority
to
balance
the
power
to
make
sure
that
we
do
not
continue
to
put
the
burden
on
public
employees
who,
as
you
we've
heard,
have
gotten
the
cuts
but
never
have
gotten
our
benefits
restored.
Even
when
we
have
been
seeing
a
robust
economy,
so
please
take
into
consideration.
C
The
other
thing
I
will
note,
though,
is
that
pebb
makes
during
the
day
when
most
public
employees
are
working
and
therefore
cannot
take
time
to
attend
these
meetings.
The
other
thing,
too,
is
that,
most
of
the
time
we're
not
notified
of
when
they're
meeting
they
post
it
and
their
agendas,
but
we
we're
all
connected
by
listserv
and
would
wish
that
ted
would
email
us
when
they
are
going
to
hold
their
meetings
so
that
we're
also
given
more
of
an
opportunity
to
participate
in
these
meetings.
C
So,
but
thank
you,
everybody
for
your
time
and
your
consideration
and
everybody's
hard
work
trying
to
get
us
through
this
difficult
situation.
Thank
you.
H
H
H
H
Chair
this
is
michael
from
broadcast.
The
color
line
is
open
and
working
at
this
time,
but
there
are
no
more
callers.
D
I'm
sorry
did,
can
I
just
interrupt,
did
you
say
7-1-1-1.
H
D
J-A-N-E-L-L-W-O-O-D-W-A-R-D,
I'm
a
state
employee
and
a
member
of
ask
me
local
4041
and
the
pebb
and
pers
committee.
While
I
understand
the
difficult
time
and
the
need
to
make
budget
adjustments
and
cuts
benefits
are
not
the
place
to
make
those
cuts.
I
oppose
cuts
to
the
benefits
that
we
have
earned.
D
Just
this
morning,
I
read
an
article
take
talking
about
early
long-term
effects
of
covid,
so
this
is
clearly
something
that
is
being
researched
even
at
this
time,
at
only
one
year,
from
a
personal
standpoint,
I'm
an
advanced
breast
cancer
survivor,
who
has
already
left
with
large
amounts
to
pay
for
my
medical
treatment
secondary
to
changes
to
our
health
care
plans.
Two
years
ago
of
note,
my
bills
are
in
collections
with
cuts
to
our
pay
in
furloughs.
I
have
no
choice
but
to
just
accept
that
reality.
D
In
this
year
of
a
major
pandemic,
I
have
both
continued
to
work,
my
essential
position
and
spent
a
week
in
the
hospital
which
significantly
increased
my
debt
load.
The
proposed
cuts
by
adding
deductibles
and
especially
a
20
coinsurance
to
the
epo,
will
be
devastating
not
only
to
my
financial
situation,
but
also
that
of
my
fellow
state
employees.
D
D
These
aren't
just
simple
cuts
to
deal
with
a
budget.
They
affect
state
employees
in
very
real
ways.
Please
do
not
make
our
lives
harder
by
putting
us
in
a
position
of
having
to
choose
whether
to
obtain
needed
health
care
services
or
needed
medications
versus
paying
our
rent
utilities
or
even
food.
For
many
that
may
be
the
difference
of
life
and
death.
Eventually,
we
will
end
up
unable
to
work
or
to
afford
to
work
for
the
state
respectfully.
D
A
Thank
you.
Are
there
any
more
callers
for
public
comment.
H
H
H
H
A
Thank
you-
and
I
just
I
just
want
to
thank
everybody
who
have
called
in
for
public
comment,
we're
going
to
go
ahead
and
close
public
comment,
but
I
just
want
you
to
know
that
your
input
is
invaluable
in
this
discussion
and
we
really
are
working
to
balance
the
needs
of
our
state
right
now.
So
thank
you
so
much
for
participating
and
if
you
did
not
have
the
opportunity
to
say
as
much
as
you
would
like.
A
Please
submit
your
written
comments
to
to
us
and
we
will
have
access
to
those
on
nellis
and
can
review
those
outside
of
this
meeting.
And
if
there
is
nothing
else,
then
I
think
we
are
ready
to
close
the
meeting
and
adjourn
all
right.
Thank
you
all.
So
much
really
appreciate
the
the
robust
conversation
today
and
look
forward
to
next
time.