[1. CALL TO ORDER ]
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IS MONDAY, OCTOBER 6TH, 2025. WE'LL NOW CALL THE CITY COUNCIL SPECIAL MEETING TO ORDER AT 5:30 P.M. ITEM NUMBER TWO. QUORUM. WE DO HAVE A QUORUM OF COUNCIL. ITEM NUMBER THREE. OUR PUBLIC COMMENTS. CITY SECRETARY, DO WE HAVE ANY PUBLIC COMMENT REQUESTS? NO, MR. MAYOR, WE DO
[(a) Consideration and Possible Action - Authorize the City Manager to nego...]
NOT. OKAY. THANK YOU. ITEM NUMBER FOUR DISCUSSION AND POSSIBLE ACTION FOR A CONSIDERATION AND POSSIBLE ACTION TO AUTHORIZE THE CITY MANAGER TO NEGOTIATE AND EXECUTE CONTRACTS WITH SELECTED CARRIERS FOR MEDICAL, DENTAL, VISION AND LIFE INSURANCE AND LONG TERM DISABILITY BENEFITS IN AMOUNTS NOT TO EXCEED THE APPROVED BUDGET ALLOCATIONS. WE HAVE SEAN SHEPHERD, DIRECTOR OF HUMAN RESOURCES. GOOD EVENING, MAYOR AND COUNCIL. TODAY WE WILL BE DISCUSSING THE EMPLOYEE HEALTH BENEFITS. THE CITY COMPLETED A COMPREHENSIVE REVIEW OF THE EMPLOYEE HEALTH BENEFITS CONSISTING OF THE MEDICAL, DENTAL, VISION, LIFE INSURANCE AND LONG TERM DISABILITY BY ISSUING AN RFP. IN ADDITION TO THAT, WE ALSO SOLICITED FEEDBACK FROM EMPLOYEES. OUR BENEFITS COMMITTEE, ALONG WITH OUR CONSULTANT THROUGH HUB FROM A FINANCIAL IMPACT SUSTAINABILITY PERSPECTIVE. TO PROVIDE YOU ADDITIONAL INFORMATION FROM A COMPREHENSIVE PERSPECTIVE, I WOULD LIKE TO WELCOME OUR CONSULTANT, JULIAN FONTANA, THAT WILL PROVIDE ADDITIONAL INSIGHT TO THE EMPLOYEE HEALTH BENEFITS THAT WILL BE PRESENTED TO YOU TODAY. OKAY. GOOD EVENING. GOOD EVENING, MAYOR AND COUNCIL. MY NAME IS JULIAN FONTANA. I'M WITH HUB INTERNATIONAL. WE SERVE AS THE CONSULTANT FOR THE CITY'S EMPLOYEE BENEFITS PROGRAMS. WE CONSULT. WE CONDUCTED THIS RFP IN CONJUNCTION WITH HUMAN RESOURCES AND PURCHASING. WE HAVE FOUR SECTIONS IN THE.PRESENTATION. THE EXECUTIVE SUMMARY, RFP RESPONSE LISTING, THE MEDICAL, DENTAL, VISION PROPOSALS, AND OTHER BENEFITS AND RECOMMENDATIONS. AND THE EXECUTIVE SUMMARY. THE RFP WAS CONDUCTED. THERE'S ACCORDING TO STATE LAW THAT THE CITY MUST DO PURCHASING CONTRACTS REVIEW EVERY FIVE YEARS. AND SO THIS WAS THE END OF THE CONTRACT TERM. THE RFP WAS CONDUCTED TO EVALUATE BENEFIT PROVIDERS THAT ALIGN WITH THE CITY OF MISSOURI CITY'S STRATEGIC AND FINANCIAL GOALS, IMPROVED SERVICE QUALITY AND CLAIMS PROCESSING OFFER COMPETITIVE PRICING IN LINE WITH PUBLIC SECTOR. THE BENEFITS THAT WE REVIEWED WERE MEDICAL, DENTAL, VISION, GROUP LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT AND LONG TERM DISABILITY. WE RECEIVED A GREAT NUMBER OF RESPONSES. I THINK OVER 30 CARRIERS SUBMITTED PROPOSALS FOR MEDICAL ONLY CIGNA, BLUE CROSS BLUE SHIELD AND UNITEDHEALTHCARE SUBMITTED COMPETITIVE PROPOSALS. WE TALKED ABOUT COMPETITIVE. WE'RE REVIEWING BENEFITS THAT ARE IN LINE WITH WHAT THE CITY'S CURRENT OFFERINGS TODAY, PREMIUMS AND COSTS THAT ARE, YOU KNOW, COMPETITIVE WITH THE FINANCIAL TERMS OF THE CONTRACTS FOR DENTAL COMPETITIVE PROPOSALS WERE RECEIVED FROM DELTA DENTAL, CIGNA AND BLUE CROSS BLUE SHIELD. AND THEN FOR VISION, THE PROPOSALS FROM VISION SERVICES PLAN AND BLUE CROSS BLUE SHIELD WERE THE MOST COMPETITIVE. THE FIRST SECTION LOOKS AT THE MEDICAL PLAN PROPOSALS AND THE ANNUAL PREMIUM COSTS ARE SHOWN BASED ON THE PROPOSALS THAT WERE RECEIVED TODAY, WE HAVE UNITED HEALTH CARE. THEIR PROPOSAL WAS AN INCREASE TO $8.29 MILLION, OR $395,000. BOTH BLUE CROSS BLUE SHIELD AND CIGNA CAME IN MORE COMPETITIVELY. BLUE CROSS BLUE SHIELD CAME IN AT $6.96 MILLION AND CIGNA AT $6.56 MILLION. WE ALSO, AS PART OF THE RFP, ASKED FOR IMPLEMENTATION CREDITS, WELLNESS CREDITS AND TECHNOLOGY CREDITS BECAUSE THE CITY IS IMPLEMENTING A NEW BENEFIT ADMINISTRATION SYSTEM AND CIGNA OFFERED CREDITS OF $385,000 IN BLUE CROSS BLUE SHIELD OFFERED CREDITS OF $85,000. TODAY, THE CITY COVERS, ON AVERAGE 91 POINT I'M SORRY, 91% OF THE MEDICAL COSTS, WHICH IS ABOVE THE BENCHMARK FOR OUR PUBLIC
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SECTOR AVERAGE, WHICH IS ABOUT 85%. SO THE CITY IS WELL, FUNDING THE EMPLOYEE BENEFITS PACKAGE TODAY, AND THAT'S GOING TO CONTINUE WITH THE OUTCOME OF THE PROPOSALS. LOOKING AT THE ANNUAL COST COMPARISON ON THIS SLIDE, IT SHOWS THAT THE CURRENT UNITED HEALTH CARE PREMIUM IS 7.89 MILLION. THE RENEWAL WITH UNITED HEALTH CARE 8.29 MILLION. THAT'S THE INCREASE OF $395,000. THEY DID OFFER $150,000 CREDIT. BLUE CROSS BLUE SHIELD WAS 6.96 MILLION, WITH 933,000 IN CREDITS AND 80, I'M SORRY, $933,000 IN SAVINGS AND $85,000 IN CREDITS FOR A NET IMPACT OF $1.2 MILLION IN SAVINGS. AND CIGNA WAS AT 6.56 MILLION, WITH A REDUCTION IN PREMIUM OF 1.33 MILLION AND CREDITS OFFERED OF $385,000 FOR A NET IMPACT AND SAVINGS OF $1.72 MILLION. FOR THE DENTAL AND VISION PROPOSALS. THE CURRENT UNITED HEALTH CARE DENTAL IS A DUAL OPTION, WITH A DENTAL HMO AND A PPO PLAN. THAT PREMIUM COST IS $226,000 ANNUALLY. CIGNA'S PROPOSAL WAS $203,000, DELTA DENTAL WAS $201,000, AND BLUE CROSS PROVIDED MATCHING PREMIUMS WITH NO CHANGE IN IN COST. THEY DO NOT OFFER A DENTAL HMO PLAN, AND THE BENEFITS THAT THEY PROVIDED WERE NOT COMPARABLE TO WHAT THE CITY HAS TODAY. IN GENERAL, ON THE VISION PLANS, THE CURRENT UNITED HEALTH CARE ANNUAL COST IS $49,000. BLUE CROSS IS PROPOSAL WAS $53,000 AND VISION SERVICES PLAN WAS $51,000. VSP IS OFFERING AN IMPROVED FRAME BENEFIT TO ALLOW FOR FRAMES TO BE REPLACED ANNUALLY VERSUS EVERY TWO YEARS, AND THEY'RE INCLUDING A CREDIT ALLOWANCE OF, I THINK, $3,500 AGAINST THE PREMIUMS. AND LOOKING AT THE OVERALL DENTAL PLAN COMPARISONS AGAIN, THE CURRENT UNITED HEALTH CARE PREMIUM IS $226,000. THEIR RENEWAL WAS AN INCREASE OF $20,000 TO $246,000. DELTA DENTAL WAS AT $201,000, BLUE CROSS AT 226, AND THEN CIGNA DENTAL AT $203,000. PART OF THE CREDITS THAT CIGNA'S PROVIDING WAS AN ADDITIONAL WAS WAS $175,000 OF. THAT WAS FOR COMBINING THE MEDICAL AND DENTAL WITH THEM, BUT MATCHING THE CURRENT DENTAL, PPO AND HMO BENEFITS THAT ARE IN PLAN IN PLACE TODAY. ON THE VISION PROPOSALS THAT WERE RECEIVED.AGAIN, THE CITY'S CURRENT COST IS $49,000. THE RENEWAL WITH UNITED HEALTHCARE WAS AN INCREASE TO $55,000. VISION SERVICES PLAN WAS 52,000, BLUE CROSS BLUE SHIELD WAS 53,000, AND CIGNA WAS NOT QUITE AS COMPETITIVE. THEIR VISION PLAN WAS $62,000. LIFE AND DISABILITY. THE CURRENT LIFE AND DISABILITY IS PROVIDED THROUGH OAKS. THEY'RE A PUBLIC SECTOR PROVIDER FOR LIFE AND DISABILITY. THEY USE SECURITY AND LIFE INSURANCE AND MADISON NATIONAL FOR THE LONG TERM DISABILITY. THEY CAME IN WITH A PROPOSAL WITH REDUCED COSTS, 4.7% ON THE LONG TERM DISABILITY. AND SO OUR RECOMMENDATION IS TO RENEW WITH OAKS FOR THOSE COVERAGES IN THE RECOMMENDATION SECTION, THE CIGNA MEDICAL AND DENTAL COMBINED. WE DO KNOW THAT OFTENTIMES CARRIERS WILL COME IN AND PROVIDE A PRICE TO OBTAIN YOUR BUSINESS WITHOUT SINCERITY AND RETAINING IT FOR THE LONG HAUL. AS PART OF THE RFP PROCESS, WE REQUIRED A TWO YEAR RATE GUARANTEE AT A MINIMUM FOR THE HEALTH INSURANCE, AND CIGNA PROVIDED A MAXIMUM MEDICAL INCREASE OF 15% FOR YEAR TWO, THE RENEWAL COULD BE LESS THAN 15%, DEPENDING ON THE CITY'S CLAIMS EXPERIENCE, BUT THE MAXIMUM IS 15% AND THEN THE DENTAL RATES. IT'S A GUARANTEED RATE FOR TWO YEARS. VISION SERVICES PLAN THE RATES THAT THEY PROVIDED ARE A FOUR YEAR RATE GUARANTEE AND OAKS FOR THE LIFE AND LONG TERM DISABILITY PROVIDED A THREE YEAR RATE GUARANTEE. SO WE HAVE A LOT OF STABILITY IN TERMS OF
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MAINTAINING THE CARRIERS AND THE PRODUCTS THAT ARE PUT IN PLACE. ANY ANY OF THE RENEWALS AFTER THE YEAR TWO ARE REALLY GOING TO BE BASED ON THE CITY'S CLAIMS EXPERIENCE. BUT, YOU KNOW, WE DID WANT TO MAKE SURE THAT WE HAD A TWO YEAR RATE GUARANTEE. IN DEALING WITH SOME OF THE COSTS INCREASE. WE DID RECOMMEND AN INCREASE IN THE CONTRIBUTION FOR THE HEALTH SAVINGS ACCOUNT FOR EMPLOYEES THAT ENROLL IN THE HIGH DEDUCTIBLE HEALTH PLAN. THAT'S REALLY WHERE WE WANT EMPLOYEES TO TRY TO PARTICIPATE IF THEY'RE HEALTHY AND THEY CAN BE IN THAT PLAN. SO IT'S A $250 INCREASE TO $1,500 PER YEAR FOR EMPLOYEE ONLY AND A $500 INCREASE FOR EMPLOYEE PLUS DEPENDENT TO 2750. NO CHANGES ON THE FLEXIBLE SAVINGS ACCOUNTS. THE EMPLOYEE ASSISTANCE PROGRAM, COBRA ADMINISTRATION, OR THE VOLUNTARY PLANS. AND THEN SO THE NEXT STEPS WOULD BE FOR OUR RECOMMENDATIONS WITH COUNCIL'S APPROVAL TO BEGIN WORKING ON EMPLOYEE COMMUNICATIONS AND OPEN ENROLLMENT. ALL RIGHT. ARE THERE ANY QUESTIONS FOR US AT THIS TIME? YEAH, WE HAVE A COUPLE OF PEOPLE THAT SIGNED UP.SO I GUESS ON ONE OF THE SLIDES THAT IF YOU GO BACK, I NOTICED THAT YOU HAVE CIGNA, YOU HAVE BLUE CROSS, BLUE SHIELD. THEN I BELIEVE THE CURRENT PROVIDER IS UNITEDHEALTHCARE, RIGHT? YES IT IS. SO WHEN YOU WHEN YOU DO THE DENTAL AND THEN THE VISION AND GOING BACK AND FORTH. I'VE SEEN TWO CONSISTENTLY THAT'S COMPETING WITH UHC WHICH IS BLUE CROSS BLUE SHIELD AND CIGNA. SO WAS THERE A ALL IF YOU TAKE THE MEDICAL, DENTAL AND THE VISION, IS THERE A BREAKDOWN OR IS THERE A BETTER PRICING? I SHOULD SAY IF YOU'RE IF YOU CHOOSE TO GO THAT ROUTE.
SO EITHER ONE OF US CAN ANSWER. BUT SPECIFICALLY FOR CIGNA, THERE WAS A BUNDLED DEAL FOR MEDICAL AND DENTAL. WE DID NOT HAVE TO TAKE THEIR VISION PLAN. SO IN ORDER TO RECEIVE THAT CREDIT THAT YOU ALL SAW, OUR MOST BENEFIT WAS MEDICAL AND DENTAL FOR FOR CIGNA. OKAY. AND THEN ALSO THE PREMIUMS, YOU KNOW, BLUE CROSS BLUE SHIELD OFFERED A 1.5% DISCOUNT ON THEIR PREMIUMS. AND THAT'S HOW WE ARRIVED AT THE $6.96 MILLION PREMIUM DIFFERENTIAL. SO THAT WAS THAT WAS CONSIDERED WHEN YOU BUNDLED THE MEDICAL, DENTAL AND VISION WITH BLUE CROSS BLUE SHIELD. THEIR ONGOING CREDIT AND ALLOWANCE WAS ONLY $85,000. SO THE COMBINATION OF CIGNA'S BUNDLE OF THE MEDICAL AND DENTAL, ALONG WITH THEIR CREDIT, MADE THEM THE MOST FAVORABLE FINANCIAL PROPOSAL FOR THE CITY. I HAVE TWO MORE QUESTIONS. THE OTHER ONE IS I'VE SEEN SOME INSTITUTIONS NOW, OR IT'S BEEN GOING ON FOR A WHILE. WHERE THEY DO TESTING DURING THIS, LIKE IF YOU'RE CIGARETTE SMOKING OR IF YOU'RE DOING, YOU KNOW, THINGS OF ANNUAL PHYSICALS, ANNUAL PHYSICALS, AND IT ALLOWS YOU TO HAVE A DIFFERENCE IN PREMIUM. YES. SO IS THIS SIMILAR TO THAT OR SO WE HAVE DISCUSSED THIS FOR YEAR ONE, WAS IMPLEMENTING A NEW CARRIER AS WELL AS LOOKING AT PREMIUM COSTS AND PLAN DESIGN. HOWEVER, WITH YEAR TWO WE ARE PROPOSING A WELLNESS PREMIUM VERSUS A NON WELLNESS PREMIUM, WHICH ESSENTIALLY STATES THAT IF YOU DO NOT GET YOUR PHYSICAL EXAM, YOUR PREMIUM COSTS WILL INCREASE. GOT IT? YOU ANSWERED IT PERFECTLY OKAY. AND THE LAST ONE THAT I HAVE IS HOW MUCH OF THIS IS I NOTICED THAT BETWEEN BLUE CROSS AND CIGNA IS MUCH LOWER. SO AS A EMPLOYEE WHO'S USING THE MEDICAL, DENTAL AND VISION, WHAT TYPE OF A DECREASE WOULD THAT AFFECT OR IS THERE, IS THERE PREMIUM GOING UP? WILL THE PREMIUM GO UP EVEN THOUGH THERE'S A BIG REDUCTION HERE, PREMIUM WILL GO UP SLIGHTLY BECAUSE WE'RE ALSO CHANGING THE PLAN. WE'RE TRYING TO MOVE AWAY FROM THE RICH PLANS AND ENCOURAGE EMPLOYEES INTO MORE SUSTAINABLE COST PLANS. AND SO IT WILL GO UP SLIGHTLY, WHICH IS ONE OF THE REASONS WHY WE PROPOSED THE INCREASE BEING IMPLEMENTED IN OCTOBER VERSUS
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MAY, AS WELL AS THE INCREASE IN THE HSA AMOUNT TO TRY TO OFFSET SOME OF THAT. OKAY. BUT IT'S GOING TO CHANGE. AND SO THE MESSAGE THAT WE'RE GOING TO HAVE TO HAVE TO EMPLOYEES IS TO TRY TO MAKE SURE WE FIND THAT BALANCE, THAT 91% THAT WAS MENTIONED AT THE BEGINNING OF THE PRESENTATION, THAT SKEWED BECAUSE THAT'S IN AN ORGANIZATION THAT HAS AMPLE SURPLUS FUNDS. AS WE LOOK OVER THE FIVE YEARS, AS WE TRY TO BALANCE TAKE HOME PAY WITH BENEFITS, WE HAVE TO TRY TO FIND THAT MEDIUM THAT WE CAN AFFORD. AND SO SINCE WE'RE LOOKING AT THIS OVER A FIVE YEAR PERIOD, WE WILL BE GRADUALLY TRYING TO LEVEL THAT OUT AS WELL AS MOVE PEOPLE TO SOME OF THE THE LESS RICH PLANS THAT ARE LESS COSTLY, AS WELL AS MANAGE OUR CLAIMS BY IMPLEMENTING WELLNESS PROGRAMS AND THINGS THAT ARE NOT OPTIONAL. OKAY, GOOD. THANK YOU. I'M GOING TO YIELD BACK RECOGNIZING COUNCILMEMBER CLAUS.YES. THANK YOU, JULIE, FOR YOUR PRESENTATION. I HAVE A FEW QUESTIONS FOR YOU. BLESS YOU.
THANK YOU. WHAT WAS THE MOST COMMON NEED? AND THIS MIGHT BE FOR YOU, SHAWNA, AFTER YOU DID AN ASSESSMENT OF FROM THE EMPLOYEES AND GATHERED FEEDBACK, WHAT WAS THE MOST COMMON NEED THAT YOU HEARD FROM THE EMPLOYERS? EMPLOYEES? YEAH, THEY REALLY WANTED TO MAKE SURE THAT THE BENEFITS WEREN'T GOING TO BE REDUCED. AND WE MADE SURE WITH THE BENEFITS, WHETHER IT BE MEDICAL, DENTAL OR VISION, IT WAS EITHER THE SAME OR IT WAS ENHANCED. THE SECOND THAT I SAW ACROSS THE BOARD WAS CUSTOMER EXPERIENCE WITH THE CUSTOMER SERVICE OF CALLING THE LINE AND SEEING WHICH DOCTOR MAY BE BEST, OR WHICH MEDICAL PROVIDER, OR EVEN ASSISTANCE OF CHOOSING THE PLAN. THAT'S SOMETHING CONSISTENTLY THAT I DID SEE WITHIN THE SURVEY. OKAY, GOOD. THANK YOU. AND CITY MANAGER, THIS QUESTION MIGHT BE FOR YOU. BASED ON THE PLAN THAT YOU'RE RECOMMENDING. IS THAT IN LINE WITH WHAT WE BUDGETED FOR FISCAL YEAR 26? ACTUALLY, IT'S SUBSTANTIALLY LESS OKAY BECAUSE WE BUDGETED, IF YOU RECALL, A 9% INCREASE OVER THE CURRENT RATES. RIGHT. BECAUSE EVERYTHING WE HEARD FROM UNITED HEALTH CARE WAS THAT THOSE RATES WERE GOING TO INCREASE, AND THEY WERE GOING TO INCREASE FROM ANYWHERE BETWEEN 8 AND 12%.
SO WE KIND OF SPLIT THE SPLIT THE MIDDLE AND SET A 9% INCREASE. AND SO WE'RE NOT SEEING THAT OKAY. BUT AT THE SAME TIME, WE ALSO HAVE TO LOOK AT THE EXPOSURE THAT WE HAVE IN THE SECOND YEAR, AS WELL AS THE ENTIRE FIVE YEAR PLAN THAT WE'RE LOOKING AT TO ENSURE THAT WE ARE COVERING THAT ADEQUATELY. OKAY. THANK YOU. YOU MENTIONED TECHNOLOGY CREDITS. CAN YOU GO A LITTLE MORE INTO THAT? SURE. YEAH. THE CITY, THE CITY IS IMPLEMENTING A BENEFIT ADMINISTRATION SYSTEM SO THAT EMPLOYEES CAN MAKE ELECTIONS THROUGH A PLATFORM SO THEY WOULD BE ABLE TO ENROLL ONLINE, AND THEN THOSE COVERAGES WOULD BE MANAGED THROUGH THE SYSTEM WITH ELECTRONIC DATA FEEDS TO THE CARRIERS DIRECTLY. AND THAT'S SOMETHING THAT DOESN'T EXIST TODAY. AND SO THE CREDIT IS $10,000 FROM CIGNA TO HELP FUND THE COST OF THAT SYSTEM, WHICH I BELIEVE IS AROUND 20, $24,000. OKAY, I'M A LITTLE CONFUSED BECAUSE DON'T EMPLOYEES NORMALLY ENROLL THROUGH TECHNOLOGY? THEY DO. THEY NORMALLY ENROLL IN A TYPE OF IMMUNE SYSTEM. HOWEVER, THIS SYSTEM IS AN ENHANCED SYSTEM WHERE IT'S NOT AS MANUAL, NOT ONLY FOR THE HUMAN RESOURCES TEAM AND THE FINANCE TEAM, BUT ALSO FOR THE EMPLOYEES. IT'S NOT AS MANUAL, SO THIS IS ACTUALLY AN ENHANCED SYSTEM. OKAY. MENTAL HEALTH BENEFITS.
YES. DO WE HAVE WHAT WE NEED FOR MENTAL HEALTH BENEFITS. YES. OR ENHANCED. CAN YOU. SO WE DO HAVE THE EMPLOYEE ASSISTANCE PROGRAM THROUGH ALLIANCE WORK PARTNERS. THAT WAS ONE OF THE MAJOR INITIATIVES THAT I HAD COMING ON BOARD. AND I'M PLEASED TO SAY WITH ALLIANCE WORK PARTNERS, BEFORE WE HAD ABOUT THREE HOURS OF CREDIT, I WAS ABLE TO NEGOTIATE SIX HOURS OF CREDIT. SO EVERY YEAR IS A NEGOTIATION. IN ADDITION TO THAT, IN THE LAST YEAR, BECAUSE OF OUR EMPLOYEE ASSISTANCE PROGRAM, INFORMATIONAL SESSIONS FOR EMPLOYEES AND SUPERVISORS, WE HAVE TRIPLED OUR PARTICIPATION RATES FOR EMPLOYEES THROUGH OUR EMPLOYEE ASSISTANCE PROGRAM. OKAY, OKAY, OKAY. AND YOU MENTIONED 91% EMPLOYEE COVERAGE IS DOES THAT.
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SO WE ARE SO THE CITY IS COVERING THE EMPLOYEE. THE EMPLOYEE COST AND I CAN'T THE SLIDE WAS THE SHARE THE TOTAL COST SHARE THAT THE CITY IS COVERING OF THE MEDICAL PLAN IS 91% OF THE COST. SO OF THE TOTAL $7 MILLION, THE CITY IS COVERING 91% OF THAT TODAY. AND ON AVERAGE, THE THE BENCHMARK FOR PUBLIC ENTITIES IS AROUND 85%. SO THE CITY IS CURRENTLY AT A HIGHER CONTRIBUTION AMOUNT COST SHARE AMOUNT THAN THAN WHAT THE BENCHMARK IS TODAY.OKAY. GOOD DEAL. AND MY LAST QUESTION IS, ONCE EVERYTHING IS FINALIZED, I KNOW OFTEN IT'S HELPFUL TO DO INFORMATION SESSIONS TO BREAK EVERYTHING DOWN FOR EMPLOYEES. WILL YOU BE DOING THAT AND WHAT WILL THAT LOOK LIKE? ABSOLUTELY. WE ALREADY HAVE THE DATES LOCKED IN FOR THE END OF THE MONTH. WE DO CALL THOSE EMPLOYEE OPEN ENROLLMENT INFORMATIONAL SESSIONS. IN ADDITION TO THAT, WE ALSO HAVE OPEN ENROLLMENT CENTERS, WHICH WERE NEW FOR THE LAST YEAR, WHERE THEY CAN COME IN AND HAVE A COMPUTER AND TALK DIRECTLY TO A HR PROFESSIONAL TO TALK THEM THROUGH THEIR THEIR MEDICAL BENEFITS FOR THEIR EMPLOYEES AND THEIR FAMILIES. OKAY. AND THAT CONCLUDES MY QUESTIONS. THANK YOU. YES. THANK YOU COUNCILMEMBER. THANK YOU MAYOR. FIRST OF ALL I KUDOS TO CIGNA. THEY REALLY WANT OUR BUSINESS.
YES, I WAS LOOKING AT THE CREDITS. I GUESS MY QUESTION. AND FIRST OF ALL I'M FAMILIAR WITH THESE THESE CREDITS. I THINK MAYOR ASKED ABOUT THE WELLNESS. A LOT OF THEM ARE TIED TO WHAT WE IMPLEMENT AS AN EMPLOYER. SO ARE WE IN DANGER OR AT RISK OF LOSING ANY OF THESE CREDITS IF WE DON'T IMPLEMENT THINGS BY A CERTAIN TIME FRAME OR NO, IT'S WHAT WE STAND TO LOSE THE NEXT YEAR. IF WE DON'T IMPLEMENT THESE, WE COULD SEE 15% RATE INCREASES.
BUT IF WE IMPLEMENT THESE AND KEEP OUR CLAIMS, IF OUR CLAIMS STAY THE SAME AND WE IMPLEMENTED THESE PROGRAMS, WE WILL NOT SEE THE 15% INCREASES THAT ARE PROJECTED AS A MAXIMUM.
SO IS THERE A TIME LINE? YES. AS TO WHEN? THAT'S FOR THE CREDITS. SO FOR THE IMPLEMENTING THE WELLNESS PROGRAM. YEAH. SO THE THE INCENTIVES FOR THE WELLNESS PREMIUMS WOULD, WOULD BE EFFECTIVE IN JANUARY 2027. WE WANT EMPLOYEES TO HAVE A PHYSICAL BETWEEN JANUARY AND AUGUST OF 2026 TO VERIFY THAT THEY'RE ELIGIBLE FOR THE WELLNESS PREMIUM RATES OR THE NON TOBACCO RATES. AND THEN THOSE WOULD GO INTO EFFECT IN JANUARY OF 27. SO WE HAVE TO GIVE EMPLOYEES TIME TO TAKE THE PHYSICAL HAVE THE TEST RESULT.
YOU KNOW NOT REALLY TEST RESULTS BUT CONFIRMATION OF THE SERVICES BEING PROVIDED. AND THEN A PREMIUM DIFFERENTIAL WOULD GO INTO EFFECT IN 2027. SO IS THE LION'S SHARE OF THE 385 AND CREDITS WITH THE HR TECHNOLOGY. OR IS IT THE WELLNESS PLAN? OR IS IT THE FACT THAT WE'RE DOING THIS MULTI-YEAR? THE THE THE MAJORITY OF IT IS THE COMBINED CREDIT 175,000 FOR MEDICAL AND $175,000 FOR DENTAL. SO THE BUNDLE, THE THE BUNDLE, THAT'S 350,000. THEN THE WELLNESS ALLOWANCE IS $25,000 AND THE TECHNOLOGY CREDIT IS $10,000.
OKAY. SO THE $25,000 IN WELLNESS WILL ACTUALLY BE USED TO INCENTIVIZE EMPLOYEES THROUGH CIGNA PROGRAMS THAT THEY OFFER TO TAKE ADVANTAGE OF WELLNESS RESOURCES IN THE PLAN.
AND SO CAN YOU JUST EXPLAIN TO ME THE 15%, IS IT UP TO 15% OR IT WILL BE 15%? NO, IT'S UP, UP, UP TO 15%. SO BASED ON THE CLAIMS, IF WE HAVE LOWER CLAIMS AND WE'RE ONLY AT 7%, WE'RE ONLY GOING TO BE AT 7%. BUT IF WE HAVE SOME VERY HIGH COST CLAIMS, THAT COULD EASILY BE 20% OR 22%, WE WOULD BE CAPPED AT 15%. ALL RIGHT. WELL LAST QUESTION. THIS IS FIVE YEARS.
YES OKAY. THANK YOU. THAT'S ALL. RECOGNIZING COUNCILMEMBER RILEY THANK YOU MAYOR. THANK YOU, JULIE AND SHAWNA FOR YOUR WORK ON THIS. I HAVE A COUPLE OF QUESTIONS IN REGARDS TO WHEN THE ENROLLMENT PERIOD BEGINS. IF WE CHOOSE TO SWITCH TO ANOTHER CARRIER, HOW DOES THAT IMPACT THOSE THAT HAVE PREEXISTING CONDITIONS? IS THAT ALREADY BUILT IN THE PLAN? RIGHT. WITH THE AFFORDABLE CARE ACT THAT PASSED, THERE ARE NO LIMITATIONS ON PREEXISTING CONDITIONS ALLOWED ANYMORE. SO ANYONE WHO'S COVERED TODAY, EVEN NEW EMPLOYEES THAT ENROLL
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PREEXISTING PROVISIONS, CAN'T BE CONSIDERED FOR THESE COVERAGES. OKAY. THANK YOU. MY LAST QUESTION IS THE RACE THAT YOU'RE YOU'RE SUBMITTING TO US TODAY, IS THIS BASED ON AN HMO OR A PPO PLAN, OR IS IT EITHER FOR THE EMPLOYEES, THE IT'S THREE DIFFERENT PLANS. YEAH.THE CITY HAS THREE PLANS TODAY. AND THE RECOMMENDED PROPOSAL IS FOR THE CLOSEST MATCHING PLANS TO THAT THAT'S OFFERED FROM CIGNA. SO THERE'S THREE PLANS WITH UNITEDHEALTHCARE TODAY.
THERE WILL BE THREE PLANS WITH CIGNA IN 2026 OKAY. THANK YOU. RECOGNIZING COUNCIL MEMBER O'DEKIRK. THANK YOU. SO WHEN YOU TALK ABOUT YOUR HIGH DEDUCTIBLE PLANS. I ALWAYS GET A LITTLE PANICKY BECAUSE I'M ON ONE OF THOSE MY OUT OF POCKETS PRETTY SIGNIFICANT. AND SO, YOU KNOW, WHEN THE AFFORDABLE CARE ACT WAS FIRST OUT, WE MY THE COMPANY I WORKED FOR AT THE TIME HAD A WHAT WE CALLED CADILLAC PLANS. SO THOSE HIGH VALUE PLANS AND I COULD RUN TO THE DOCTOR ANYTIME I WANTED. AND OBVIOUSLY THAT WE'RE TRYING TO DISCOURAGE PEOPLE FROM WILLY NILLY RUNNING TO THE DOCTOR, YOU KNOW, THE SNIFFLES OR COLD OR SOMETHING THAT THEY, THEY CAN SIT AT HOME AND TAKE A COUGH DROP FOR. BUT I AM CONCERNED WHEN WE TALK ABOUT THE HIGH DEDUCTIBLE PLANS BECAUSE WE WANT OUR PEOPLE TO BE WELL AND NOT TO GET TO THE POINT THAT THEY ARE USING NOT USING HEALTH CARE WHEN THEY COULD BE USING PREVENTATIVE SERVICES. AND I KNOW THAT AFFORDABLE CARE ACT, YOU KNOW, COVERED SOME OF THOSE THINGS, YOU KNOW, WELL-WOMEN AND COLONOSCOPIES AND THAT TYPE OF THING. BUT WE DON'T WANT TO DISCOURAGE OUR EMPLOYEES FROM GOING TO THE DOCTOR AS NEEDED. SO WHAT IS THEIR OUT OF POCKET ON THESE, THESE PLANS. WHAT ARE WHAT IS THEY'RE THEY'RE DIFFERENT THAN WHAT YOU WOULD EXPERIENCE ON THE INDIVIDUAL MARKETPLACE, BELIEVE IT OR NOT. AND ALSO THERE'S A DIFFERENCE BETWEEN EITHER AGGREGATED OR EMBEDDED DEDUCTIBLES. AND SO THE CITY'S PLANS ARE ON AN INDIVIDUAL BASIS. AND SO THE DEDUCTIBLE IS $2,000 FOR AN INDIVIDUAL IN THE OUT OF POCKET MAXIMUM IS $4,000. AND WE'RE RETAINING THAT FOR THE MOST PART, IT'S GOING TO BE $2,500 FOR AN INDIVIDUAL AND $5,000 OUT OF POCKET. AND THEN THE CITY IS GIVING THAT $1,500 FOR MEDICATION FOR OFFICE VISITS, AS WELL AS ALL THE PREVENTIVE CARE BEING COVERED AT 100% IN THOSE PLANS. SO THAT THAT SOUNDS FANTASTIC. I APPRECIATE YOU GUYS SAYING THAT BECAUSE MINE'S A LOT HIGHER. THAT'S A LOT HIGHER. SO YES. THANK YOU. YES IT IS RECOGNIZING COUNCILMEMBER EMERY. THANK YOU. FIRST, LET ME APOLOGIZE FOR COMING IN LATE. BUT OBVIOUSLY WE'RE TALKING ABOUT THE THE CIGNA PLAN AS THE ONE THAT'S BEING BEST. AND THE BRIGHTEST QUESTION THAT I HAD. HAVE WE USED CIGNA OTHERWISE? DO WE HAVE A GOOD FEEL FOR THE QUALITY OF THE PHYSICIANS, THE QUALITY OF THE OTHER SERVICE PROVIDERS THAT ARE ASSOCIATED WITH CIGNA? I'LL LET YOU RESPOND TO THAT. YES, WE HAVE CIGNA HAS A LARGE PRESENCE HERE IN THE HOUSTON METRO AREA, SOME OF THE SURROUNDING CITIES. THE CITY OF HOUSTON USES CIGNA, SUGAR LAND AND PEARLAND, AND THE CITY OF CONROE ARE ALL OF OUR CLIENTS. AND THEY ALSO USE CIGNA. AND SO WE'RE VERY CONFIDENT IN THE QUALITY OF THEIR SERVICES AND DELIVERY HUB AS A AS A, YOU KNOW, PROVISION FOR OUR RFP REQUIRES THAT ALL CARRIERS BE A MINIMUM OF A RATED FINANCIALLY. AND SO WE VETTED THAT AS PART OF THE PROPOSAL PROCESS FOR THE CITY.
WE WOULD NEVER WANT TO PUT A CARRIER IN THAT WASN'T ABLE TO DELIVER AT THE HIGHEST LEVELS OF CUSTOMER SERVICE AND ADMINISTRATION. OKAY. THE OTHER QUESTION I HAD, OR ANOTHER QUESTION I HAD, IS, ARE WE DOING ANYTHING WITH HEALTHCARE SAVINGS ACCOUNTS? WE ARE THE HIGH DEDUCTIBLE HEALTH PLANS THAT THE CITY HAS TODAY DO HAVE AN ACCOMPANYING HEALTH SAVINGS ACCOUNT THAT THE CITY CONTRIBUTES TO. AND IF THOSE MONIES ARE NOT SPENT IN A GIVEN YEAR, THEY ACCRUE YEAR TO YEAR IRREVOCABLY TO THE EMPLOYEE. YEAH. WHAT KIND OF CONTRIBUTION ARE WE MAKING TO THOSE ON AN EMPLOYEE? CURRENTLY, IT'S $1,250 FOR AN INDIVIDUAL AND 2250 FOR A FAMILY, AND THEY'RE BEING INCREASED TO 1500 FOR AN INDIVIDUAL AND $2,750 FOR A FAMILY. CAN THE EMPLOYEE ALSO ADD? YES, THEY CAN. DOLLARS TO THAT ACCOUNT? YES THEY CAN.
OKAY. AND AGAIN, IT'S IT CAN BE USED FOR DEDUCTIBLES, CO-PAY. ARE THERE ANY EXCLUSIONS THAT
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YOU CAN'T USE THOSE ACCUMULATED DOLLARS FOR. THEY HAVE TO BE. THE IRS PUBLISHES LIST OF ELIGIBLE EXPENSES FOR BOTH FLEXIBLE SPENDING AND HEALTH SAVINGS ACCOUNTS. AND SO THOSE ARE THE GENERAL TERMS AND CONDITIONS THAT GOVERN. THAT IS WHAT'S ALLOWED BY THE IRS. BUT MEDICINE, MEDICINE, COPAYMENTS, DEDUCTIBLES, ALL THOSE THINGS, EVEN DENTAL AND VISION EXPENSES CAN BE COVERED BY THE HEALTH SAVINGS ACCOUNT. YEAH. DO WE HAVE ANY FEEL FOR ABOUT HOW MANY PHYSICIANS ARE IN THE THE. I'M ASSUMING WE'VE GOT A NETWORK. WE DO THE CIGNA NETWORKS. YEAH. CIGNA NETWORK IS AS BROAD AS UNITEDHEALTHCARE OR BLUE CROSS BLUE SHIELD. WE USED TO SEE, YOU KNOW, FIVE, EIGHT YEARS AGO THAT THERE WOULD BE A LOT OF DIFFERENTIAL IN WHAT DOCTORS PARTICIPATED IN, WHAT NETWORKS. THEY'RE VERY COMMONLY THE, YOU KNOW, THE SAME DOCTORS AND PROVIDERS IN, IN ALL THE NETWORKS. AND SO ONE OF THE, YOU KNOW, THE THE CIGNA PLANS, YOU KNOW, THEY PROVIDE ACCESS TO. ALL ALL THE LOCAL HOSPITALS, HERMANN MEMORIAL, CHRISTUS, SAINT LUKE'S MD ANDERSON, TEXAS CHILDREN'S. SO WE IN THE STAFF DID VETTING ON TO MAKE SURE THAT THE PROVIDER ACCESS WAS SUBSTANTIAL FOR THE EMPLOYEES. OKAY. ARE THERE ANY.ILLNESSES OR ARE EXCLUSIONS THAT WOULDN'T BE COVERED UNDER, YOU KNOW, THIS PARTICULAR PLAN? THEY DON'T PARTICULARLY EXCLUDE PARTICULAR CONDITIONS. YOU KNOW, MOST PLANS NOWADAYS BECAUSE OF THE PREVALENCE WITH THE WEIGHT LOSS DRUGS, YOU KNOW, GENERALLY THAT'S NOT SOMETHING THAT'S COVERED JUST AS A LIFESTYLE, BUT NO SPECIFIC, YOU KNOW, TRANSPLANTS ARE GOING TO BE COVERED. ALL MAJOR CARE NEEDS ARE GOING TO BE COVERED. IS THERE ANY MAX COVERAGE? THE AFFORDABLE CARE ACT ALSO REMOVED LIMITATIONS ON ANNUAL PLAN MAXIMUMS OR LIFETIME MAXIMUM BENEFITS. SO WE'RE IN COMPLIANCE WITH THAT OKAY. I THINK THAT'S THANK YOU VERY I DIDN'T GET TO SEE ALL YOUR PRESENTATION, BUT I LEAVE IT UP TO MY COLLEAGUES TO MAKE THE RIGHT DECISION BASED ON YOUR INPUT AND THE HR INPUT. SO THANK YOU, THANK YOU, THANK YOU.
RECOGNIZING MAYOR PRO TEM BROWN THANK YOU. MAYOR I JUST HAD A COUPLE OF QUESTIONS. I'LL START WITH YOU. SHAUNA. DO YOU KNOW EXACTLY HOW MANY ITEMS THAT WE NEED TO TAKE CARE OF IN ORDER TO KEEP THE CREDITS IN PLACE AND TO STAY AWAY FROM THE 15% INCREASE? I HEARD TWO ABOUT THE WELLNESS INCENTIVE PROGRAM AND THE PHYSICAL EXAMS. YES. ARE THERE ANY OTHERS THAT WE WOULD NEED TO THAT WOULD REALLY BE OUR TOP TWO? IN ADDITION TO THAT, WE ALSO PROACTIVELY LOOKED AT THE PREVENTIVE SCREENINGS. RIGHT. WHAT WHAT IS THE COMMON THINGS THAT WE'RE SEEING. AND LAST YEAR THE COMMON DENOMINATOR THAT I WAS SEEING WAS DIABETES AND HIGH BLOOD PRESSURE. AND BECAUSE OF THAT, WE HAD A PARTNERSHIP WITH KELSEY-SEYBOLD. AND WE WILL STILL HAVE A PARTNERSHIP WITH KELSEY-SEYBOLD, WHERE THEY CAME AND DID A LUNCH AND LEARN REGARDING HIGH BLOOD PRESSURE AND DIABETES. SO NOT ONLY WITH THE WELLNESS AND THE PREVENTATIVE SCREENINGS, I WOULD ALSO BE LOOKING AT CASE MANAGEMENT TO SEE WHAT ARE THE ONGOING CONCERNS THAT ARE IN OUR HEALTH PLANS AND PROVIDE EDUCATIONAL SEMINARS TO OUR EMPLOYEES. OKAY, OKAY. THAT'S THAT'S REALLY GOOD. ARE THERE ANY ADDITIONAL BENEFITS TIED TO THE MEDICAL? THANK YOU, COUNCILWOMAN CLAUDIA, FOR MENTIONING THE MENTAL HEALTH, BUT IS THERE ANYTHING ARE THERE ANY OTHER BENEFITS THAT THE TEAM WOULD RECEIVE? SO THEY DO HAVE DIFFERENT REWARDS PROGRAMS THAT THEY HAVE EACH EACH CARRIER IS VERY UNIQUE. I KNOW WITH UNITEDHEALTHCARE WE HAVE UHC REWARDS FOR CIGNA. THEY HAVE THEIR OWN REWARDS PROGRAM, AND THEY ALSO PROVIDE ADDITIONAL MENTAL HEALTH AWARENESS. SO FOR EXAMPLE, WE HAVE OUR EAP PROGRAM THAT HAS MENTAL HEALTH RESOURCES. BUT THEN CIGNA WILL ALSO HAVE ADDITIONAL MENTAL HEALTH RESOURCES AND COUNSELING SERVICES AS WELL. OKAY. AND THIS WILL BE MY LAST QUESTION. GOING BACK TO MEETING THE HIGHER DEDUCTIBLE OR OUT OF POCKET COST, WILL EMPLOYEES. WILL THESE PLANS REQUIRE THE EMPLOYEES TO LIKE PAY FOR THINGS SUCH AS YOUR WELL-WOMAN EXAMS, ALL OF THAT UPFRONT OR JUST YOUR PHYSICAL? OR IS THAT INCLUDED LIKE IN THIS? THAT WOULDN'T HAVE TO GO TOWARDS MEETING THE DEDUCTIBLE. THOSE
[00:35:04]
ARE CONSIDERED PREVENTATIVE SCREENINGS AND PHYSICAL EXAMS AS WELL AS WELL AS EXAMS ARE AT $0 COST FOR OUR EMPLOYEES. OH FANTASTIC. AND WHAT ABOUT BREAST MAMMOGRAM IMAGING? I WOULD HAVE TO VERIFY THEY ARE, I THINK DEPENDING ON YOUR AGE THOUGH. OH, OKAY. TRUE. THERE ARE GUIDELINES FOR MEN AND WOMEN. BUT THE PREVENTATIVE CARE. YEAH THAT MAMMOGRAPHY IS INCLUDED. ALL RIGHT I REALLY APPRECIATE IT. THANK YOU BOTH. THANK YOU. ABSOLUTELY. THANK YOU. RECOGNIZING I GUESS COUNCILMEMBER CLOUSER I I'M IN THE QUEUE BUT I'M NOT IN THE QUEUE. SO IF SOMEBODY CAN COME LOOK AT MY TECHNOLOGY, CAN WE USE ONE OF THOSE CREDITS FOR THESE. LAST QUESTION FROM ME, BECAUSE I JUST CAME FROM AN AUTISM EVENT TODAY. WE KNOW NOW THAT 1 IN 31 CHILDREN ARE AFFECTED BY AUTISM, WHICH MEANS THE PARENTS WILL NEED COVERAGE OR NEED COVERAGE FOR THEIR CHILDREN. WITH AUTISM. CAN YOU PLEASE TELL ME A LITTLE BIT ABOUT THE AUTISM COVERAGE AND WHAT THAT LOOKS LIKE? I WOULDN'T GIVE YOU WOULDN'T BE ABLE TO GIVE YOU SPECIFICS, BUT, YOU KNOW, IN GENERAL, AUTISM IS A COVERED BENEFIT. YOU KNOW, TREATMENT OF OF OF CHILDREN OR TREATMENT OF PATIENTS WITH AUTISM. STANDARD COVERED BENEFITS WITHIN THE PLANS. SO THOSE COVERAGE EXIST WITH UNITEDHEALTHCARE TODAY. AND THEY WILL CONTINUE WITH CIGNA. OKAY. DOES THAT DO YOU KNOW IF THAT INCLUDES APPLIED BEHAVIORAL ANALYSIS ABA SPEECH THERAPY, OCCUPATIONAL THERAPY THERAPY, PHYSICAL THERAPY? IT DOES INCLUDE SPEECH AND OCCUPATIONAL AND BEHAVIORAL HEALTH THERAPY OKAY. WHAT WAS THE FIRST I'M NOT FAMILIAR ABA THERAPY. I'M NOT I'M SORRY. YOU'RE NOT FAMILIAR WITH ABA THERAPY. THAT IS IT'S IT'S APPLIED BEHAVIORAL ANALYSIS TRAINING. RIGHT. THERAPY. AND CHILDREN NEED LOTS OF HOURS FOR THAT. IN FACT, THAT IS THE RECOMMENDATION WHEN SOMEONE GETS A DIAGNOSIS. SO I JUST WANT TO MAKE SURE THAT THAT IS AVAILABLE. AND IF YOU COULD LOOK INTO THAT TO MAKE SURE THAT THAT IS AVAILABLE BECAUSE THAT IS THE THE RECOMMENDATION.ONCE A CHILD IS DIAGNOSED. OKAY. WE'LL CERTAINLY DO THAT OKAY. PLEASE. THANK YOU. RECOGNIZING COUNCILMEMBER EMERY. YEAH. ONE THING I DIDN'T ASK, DO YOU HAVE THE FACILITY FOR LARGE CASE MANAGEMENT AND WHAT IS THE THRESHOLD WHEN YOU START LOOKING FOR CANDIDATES THAT MIGHT NEED ASSISTANCE FOR LARGE CASE MANAGEMENT? RIGHT. IT'S GENERALLY BASED ON THE DIAGNOSIS OF THE PATIENT, NOT NECESSARILY THE DOLLAR AMOUNT OF THE CLAIM. AND CIGNA INCLUDES A NUMBER OF DIFFERENT DISEASE MANAGEMENT AND CASE MANAGEMENT PROGRAMS, MATERNITY AS WELL AS CARDIAC, CARDIOVASCULAR, CANCER. THEY HAVE CENTERS OF EXCELLENCE ASSOCIATED WITH SEVERAL OF THE PLANS. AND, YOU KNOW, IN GENERAL, A CLAIM THAT REACHES $50,000 IS PUT INTO THAT PROGRAM. BUT OFTENTIMES THEY'RE LOOKING AT THE DIAGNOSIS TO SEE IF THERE'S OUTREACH NEEDED PRIOR TO THAT. OKAY. SO OKAY, SO THAT'S LARGE CASE. AND IT'S NOT SOMETHING THAT IS INVOKED BY CIGNA. IT'S SOMETHING THAT IT IS INVOKED BY CIGNA. IT'S A PART OF THE OF THE PROGRAM. AND WHEN YOU REACH CERTAIN THRESHOLDS THAT'S WHEN IT'LL KICK IN AND AND MAKE THE INQUIRY EITHER BY DIAGNOSIS THAT CIGNA RECEIVES IN THEIR CARE MANAGEMENT PROGRAMS OR AT A DOLLAR THRESHOLD OF $50,000 OR MORE, CIGNA IS PROACTIVELY REACHING OUT IN BOTH OF THOSE CASES ON BEHALF OF THE MEMBER, NOT WAITING FOR THE EMPLOYEE TO REACH OUT OR THE MEMBER TO REACH OUT FOR FOR ASSISTANCE. BUT PROACTIVELY REACHING OUT, I THINK THAT'S IMPORTANT BECAUSE, YOU KNOW, A LOT OF TIMES THE THE EMPLOYEE OR THE THE PATIENT, YOU KNOW, REALLY DOESN'T KNOW WHAT THEY, WHAT KIND OF ASSISTANCE THEY NEED OR THEY HAVE THROUGH THROUGH CIGNA OR OTHERS VENDORS THAT CAN HELP THEM CONTROL AND MANAGE THEIR THEIR CASE. YEAH. SO OKAY. THANK YOU. THANK YOU. ALL RIGHT. THANK YOU I DON'T SEE ANYONE.
THANK YOU. THANK YOU. SO I GUESS I'M ASKING FOR A MOTION OKAY. OKAY. THERE'S BEEN A
[00:40:12]
MOTION BY COUNCILMEMBER BONEY, SECONDED BY COUNCILMEMBER EMERY. SEEING NO ONE ELSE ON THE QUEUE.LET'S GO AHEAD AND VOTE. THE MOTION CARRIES UNANIMOUSLY. THANK YOU, THANK YOU, THANK YOU,
[5. CLOSED EXECUTIVE SESSION]
THANK YOU. ITEM NUMBER FIVE IS A CLOSED EXECUTIVE SESSION. THE TIME IS 6:10 P.M. AND THE CITY COUNCIL WILL NOW GO INTO A CLOSED EXECUTIVE SESSION PURSUANT TO SECTION 551.071 OF THE TEXAS GOVERNMENT CODE* This transcript was compiled from uncorrected Closed Captioning.