[00:00:01]
[1. CALL TO ORDER ]
IS MAYOR FORD AT THE TIME IS NOW 6:30 PM.I WILL CALL THIS MEETING TO ORDER AND STATE THAT THE NOTICE OF THE SPECIAL CITY COUNCIL MEETING WAS DULY POSTED.
THERE WILL NOW BE A ROLL CALL OF CITY COUNCIL, MAYOR POLL 10 PRESTON PRESENT COUNCIL MEMBER EDWARDS AS COUNCIL MEMBERS STERLING PRESENT COUNCIL MEMBER BONEY COUNCIL MEMBER RUELAS COUNCIL MEMBER EMORY.
THERE WILL NOW BE A ROLL CALL OF CITY STAFF MEMBERS AND MEETING PRESENTERS, CITY MANAGER, OTIS JONES, RESIDENT ASSISTANT CITY MANAGER, BILL ATKINSON, PRESENT ASSISTANT CITY MANAGER, GLENN MARTEL PRESENT CITY ATTORNEY JOYCE JAMO PRESENT CITY SECRETARY MARIA JACKSON, DIRECTOR OF COMMUNICATIONS, STACY WALKER, DIRECTOR OF HUMAN RESOURCES, MARTIN RUSSELL PRESENT UTILITIES MANAGER, TODD COOVER, DIRECTOR OF PUBLIC WORKS, SASHA KUMAR, VICE PRESIDENT OF EMPLOYEE BENEFITS, HUB INTERNATIONAL LIMITED SEAN COACH PRESENT.
IS THERE ANYONE ELSE THAT I DID NOT CALL YOUR NAME? YES.
AMY MOORE, THE CDBG GRANT COORDINATOR.
ANY OTHER STAFF OR PRESENTERS? OKAY.
WE DO HAVE TWO PEOPLE SIGNED UP FOR PUBLIC COMMENTS.
I WILL CALL THEM DURING THAT AGENDA ITEM.
[(a) Presentation on the contracts for 2021 employee benefits. (Proposed presenter: Director of Human Resources and Organization Development Martin Russell) ]
RIGHT NOW WE WILL MOVE ON TO, TO A PRESENTATION OF CONTRACTS OR 2021 EMPLOYEE BENEFITS.UM, BEFORE YOU WERE GOING TO DO THE PRESENTATION FOR THE UPCOMING PLAN YEAR TO RECOMMENDATIONS, UH, THAT OUR STAFF AND HUB HAS BEEN WORKING ON EVER SINCE THE FIRST PART OF THIS YEAR.
AND I DO APPRECIATE ALL THE HARD WORK HUB HAS PUT INTO IT ALONG WITH OUR STAFF.
AND WE'RE GOING TO COME TO COUNCIL WITH THE RECOMMENDATIONS THAT WE'VE COME UP WITH FOR YOUR APPROVAL.
UM, I'M GOING TO NOW PASS IT OVER TO SHAWN KOCH.
HE'S THE VICE PRESIDENT OF EMPLOYEE BENEFITS, AND HE'S GOING TO GO THROUGH OUR FINDINGS.
IF YOU CAN GO TO THE NEXT PAGE, UH, ONE MORE FOR COUNCIL, JUST A LITTLE BIT OF HISTORICAL INFORMATION HERE.
I WANTED TO START WITH THIS AND I'LL GO THROUGH THE OTHER INFORMATION RELATIVELY QUICKLY.
THIS IS WHERE YOU GUYS ARE CURRENTLY AT WITH BLUE CROSS BLUE SHIELD AND YOU HAVE TWO MEDICAL PLANS.
YOU HAVE A PPO PLAN AS WELL AS HIGH DEDUCTIBLE HEALTH PLAN, THE HSA OR HEALTH SAVINGS ACCOUNTS.
LOOKING AT YOUR PLANS COMPARED TO PUBLIC CENTER SECTOR BENCHMARKS.
YOU GUYS ARE IN LINE OR BETTER THAN THE PUBLIC SECTOR BENCHMARKS.
IF YOU CAN GO DOWN TWO PAGES, JUST A LITTLE BIT OF HISTORICAL INFORMATION FOR YOU HERE DURING 2018, YOUR PLANS WITH BLUE CROSS BLUE SHIELD HAD A LOSS RATIO OF A HUNDRED, 4%.
AND JUST FOR CONTEXT, WITH A LOSS RATIO BIZ IS THAT YOUR TOTAL COMBINED PREMIUMS PAID IN DURING A PERIOD OF TIME COMPARED TO YOUR TOTAL EXPENSES ARE CLAIMS PAID OUT DURING THAT SAME PERIOD OF TIME.
SO DURING 2018, YOUR LOSS RATIO IS 100, 4% AND BLUE CROSS BLUE SHIELD CAME INTO THE TEMPERATURE, THEN INCREASE THAT WAS NEGOTIATED DOWN TO A 7% INCREASE IN 2019.
YOUR LOSS RATIO WAS A 73.6% LOSS RATIO AND BLUE CROSS PRESENTED A 4.2% INCREASE.
AND THAT WAS NEGOTIATED DOWN TO A 2% MARGIN.
IF YOU GO TO THE NEXT PAGE DURING 2020 THUS FAR YEAR TODAY.
SO JANUARY THROUGH THE END OF JULY, YOU'RE LOOKING AT THE 74.6% LOSS RATION.
AND WHEN WE LOOK AT YOUR 12 MONTH ROLLING AVERAGE, WE'RE ACTUALLY AT A 78.3 BLUE CROSS BLUE SHIELD PRESENTED INITIALLY A 3.9% INCREASE FOR THE 2021 PLAN PREMIUMS DURING OUR RFP PROCESS.
AND I'LL GET INTO SOME MORE DETAILS ABOUT THAT.
IN A SECOND, THEY ADJUSTED THEIR RATES DOWN TO 3% DECREASE FOR THE 2021 PLAN YEAR, AND THEN LOOKING AT THE BEST AND FINAL OFFER.
THEY ENDED UP COMING IN AT A 6% DECREASE.
THEY OFFERED A ONETIME $15,000 WELLNESS FUND IN 2021 AND A $35,000 TECHNOLOGY FUND FOR THE 2021 FIVE YEAR MARK, IF YOU CAN GO DOWN TWO SLIDES.
SO FOR THE CITY IN 2021, IT WAS A REQUIRED A REQUEST FOR PROPOSAL PERIOD.
SO WE DID GO OUT TO THE FULL MARKET ON THE FOLLOWING BENEFITS.
THAT WAS MEDICAL, DENTAL, VISION, LIFE, VOLUNTARY LIFE LTD.
[00:05:01]
THE OTHER ONES HERE AS WELL.HEALTH SAVINGS, FSA COBRA, AP AND PATIENT ADVOCATES.
IF WE CAN GO DOWN TWO MORE SLIDES MARTIN.
SO DURING THIS RFP PROCESS, WE STARTED IN SEPTEMBER OF THIS YEAR, WE RECEIVED 98 PROPOSAL RESPONSES AND PRICING.
ALL PROPOSALS WERE REVIEWED AND ANALYZED.
WE DID HAVE ONE DISQUALIFICATION AND THAT WAS FOR SOME LIFE.
UH, IT TURNS OUT THAT BED WAS NOT FINANCIALLY COMPETITIVE WITH THE OTHER FINALIST.
SO IT WAS NOT A LOSS FINALISTS WERE SELECTED IN OCTOBER OF THIS YEAR AND BEST AND FINAL OFFERS WERE REQUESTED.
WE DID RECEIVE 39 RESPONSES AND THE CHRIST THINGS FOR THE BEST AND FINAL OFFERS.
THE RECOMMENDATION FOR THE CITY THIS YEAR INCLUDE THE SAVINGS.
THE FIRST YEAR OVERALL SAVINGS OFF OF CURRENT RATES IS ABOUT $564,000.
THE IS TO MAKE A CHANGE ON THE MEDICAL AND DENTAL.
SO UNITED HEALTH CARE YOU'RE CURRENTLY WITH UNITED HEALTH CARE AND VISION.
SO ALL THREE PRODUCTS, MEDICAL, DENTAL, AND VISION WOULD BE WITH UNITED HEALTHCARE.
IT'S ALSO MADE A RECOMMENDATION TO MAKE A CHANGE TO THE LIFE AND THE VOLUNTARY LIFE AND LONG TERM DISABILITY.
IT'S MOVE THOSE TWO OAKS, WHICH IS A CONSORTIUM AND THAT CONSORTIUM, THE LIFE VOLUNTARY LIFE WOULD BE WITH MINNESOTA MUTUAL AND THE LONGTERM DISABILITY WITH MADISON NATIONAL HEALTH SAVINGS ACCOUNT ADMINISTRATION IS A RECOMMENDATION THAT THAT'D BE MOVED TO JELLYVISION LIKE SPENDING THE RECOMMENDATION IS TO MOVE TO FLORES AS WELL AS COBRA ADMINISTRATION.
IT'S A RECOMMENDATION THAT EAP BE MOVED TO ALLIANCE, WORK PARTNERS, AND WE ENHANCE THAT BENEFIT.
CURRENTLY YOU'RE AT THREE SESSIONS.
WE'D LIKE TO ENHANCE IT TO EIGHT SESSIONS.
WE RECOMMEND TO MAKE A CHANGE WITH THE EMPLOYEE ADVOCACY FROM A LIGHT TO HEALTH, JOY, AND ADDING A DECISION MAKING TOOL FROM JELLYVISION AND A BENEFIT ADMINISTRATION SYSTEM FROM A BENEFIT CONNECTOR, AND THEN PUTTING IT TOGETHER, A BUDGET FOR EDUCATIONAL ASSISTANCE DUE TO THE TIME CONSTRAINTS WE'RE IN ALL SAID AND DONE THIS ENTIRE PACKAGE OVER THE RATE GUARANTEE PERIODS PROVIDES A SAVINGS TO THE CITY OF 600, $10,000.
SO JUST TO SHOW YOU THE NUMBERS HERE, YOU CAN SEE WHAT BLUE CROSS BLUE SHIELD OF TEXAS YOUR CURRENT PREMIUMS ARE 4.6 MILLION FOR THE CITY, THE ORIGINAL PROPOSAL RENEWAL, A 3.9% WAS GOING TO MOVE THAT TO 4.79 OR ALMOST 4.8 MILLION.
OUR BEST AND FINAL OFFER FROM UNITED HEALTHCARE WAS A TOTAL OF 4.17 MILLION.
THE NICE THING TOO, IN ADDITION TO THE DECREASE THAT YOU SEE HERE IS RADICULAR RATE CAP IN 2022 OR YOUR SECOND YEAR WITH UNITED HEALTH CARE OF 9.9%.
THIS EFFECTIVELY ENSURES THAT THE CITY WOULD SEE A RATE SAVINGS OR INSURANCE PREMIUM SAVINGS FOR TWO YEAR PERIOD OF TIME.
AND IF EVERYTHING STAYED THE SAME ON THE CENSUS IN 2022, YOUR MAXIMUM PREMIUM AT THAT POINT, THAT BEFORE WERE 0.5, EIGHT, 4 MILLION COMPARED TO THE CURRENT TOTAL OF BLUE CROSS BLUE SHIELD AT 4.6.
SO IN 2022, WE'RE STILL EXPECTING TO SEE AT LEAST THAT $33,000 SAVINGS.
AND THAT'S ASSUMING THE MAXIMUM INSTEAD OF 9.9, IT COULD COME IN UNDER THAT NEXT SLIDE, PLEASE.
SO HERE'S JUST A FINANCIAL ANALYSIS FOR THE METLIFE THAT'S RECURRENT DENTAL.
WE DID RECEIVE AN INCREASE OF 5.5% ON THE DENTAL BY SWITCHING TO UNITED HEALTH CARE.
YOU'LL SEE A SAVINGS OVER CURRENT RATES OF 13,500 AND OVER RENEWAL RATES OF 24, ALMOST 25,000 UHC DID PROVIDE A TWO YEAR RATE GUARANTEE SO THAT YOU'RE LOOKING AT THE $50,000 SAVINGS OVER A TWO YEAR PERIOD OF TIME, LIKE SLIDE THIS.
THERE WAS A RECOMMENDATION OF CONTINUING THE COVERAGE WITH UNITED HEALTH CARE ON VISION.
AND THIS IS JUST A BRIEF ANALYSIS OF THE CHANGE TO LIFE AND VOLUNTARY LIFE.
MOVING IN FROM DEARBORN WHO WAS JUST THE INCUMBENT TO OAKS, MINNESOTA MUTUAL, MINNESOTA MUTUAL IS AN A RATED COMPANY.
YOU'RE LOOKING AT A $4,000 ANNUAL SAVINGS AND A FIVE YEAR PERIOD OF RATE GUARANTEE OR A $20,000, ALMOST $21,000 SAVINGS TO THE CITY OVER THAT FIVE YEAR PERIOD.
THE OTHER TWO POSITIVES HERE IS THEY DO HAVE A LINE OF DUTY BENEFIT, WHICH YOU GUYS DO NOT CURRENTLY HAVE.
AND THERE'S AN AGE REDUCTION IN YOUR CURRENT LIFE INSURANCE POLICY THAT'S BEING WAIVED.
SO THOSE ARE TWO ENHANCEMENTS THAT ARE INCLUDED WITH THE SAVINGS.
NEXT SLIDE, IF WE COULD, THE RECOMMENDATION HERE IS ALSO THE MOVE TO OAKS ON LONGTERM DISABILITY HERE, YOU'RE SEEING AN ANNUAL SAVINGS OF ABOUT $15,000.
THEY HAVE A RATE GUARANTEE OF THREE YEARS OR 45,000, ALMOST $46,000 SAVINGS TO THE CITY.
WE'RE ALSO INCREASING THE MONTHLY MAXIMUM BENEFIT, WHICH IS CURRENTLY AT 6,500 TO $10,000.
[00:10:01]
THERE ARE CURRENTLY TWO EMPLOYEES THAT ARE BUMPING UP TO, OR EXCEEDED THAT MAXIMUM OF 6,500.SO THIS WOULD GIVE THEM COVERAGE.
THEY OTHERWISE MAY NOT HAVE HAD NEXT SLIDE PLEASE.
HEALTH SAVINGS ACCOUNT IS WITH OPTUM OPTUM CHOSE NOT TO RESPOND TO THE RFP.
SO THE RECOMMENDATION IS JELLY VISION HSA BANK AND THE SAVINGS ON AN ANNUAL BASIS, ALMOST $2,000.
AND THAT'S WHERE YOUR RATE GUARANTEE.
NEXT SLIDE, IF WE COULD FLEX SPENDING ACCOUNT, YOU'RE ALSO SEEING AN ANNUAL SAVINGS OF ABOUT $540.
AND THE RECOMMENDATION IS TO MOVE AWAY FROM BY-PASS TO FLORES.
THIS WOULD ALSO INCLUDE A DEBIT CARD ON THE FLEX SPENDING ACCOUNT FREE TO ALL THE PARTICIPANTS THAT ARE IN THE HEALTHCARE FLEX SPENDING ACCOUNT.
NEXT SLIDE COBRA ADMINISTRATION YOU'RE CURRENTLY WITH HEALTH EQUITY OR WAGE WORKS.
THE RECOMMENDATION IS TO MOVE FOR US AS WELL.
AND WE'RE EXPECTING A $456 SAVINGS ANNUALLY AND A FIVE YEAR RATE GUARANTEE.
I'M GONNA GET THESE LAST TWO VERY QUICKLY.
UH, UT HEALTH HAS CURRENTLY THE EAP, THE RECOMMENDATION AS WE MAKE THAT CHANGE OVER TO ALLIANCE WORK PARTNERS, WHICH A LOT OF OUR CITIES USE.
THAT'S A THOUSAND DOLLAR ANNUAL SAVINGS, A THREE YEAR RATE GUARANTEE.
IT'S ALSO RECOMMENDED THAT WE MOVE FROM A THREE SESSION TO AN EIGHT SESSION, WHICH DOES IMPACT THE OVERALL COST.
IT WOULD BE A COST INCREASE TO MOVE TO THAT EIGHT SESSION AND THE TOTAL OF THE $8,000 THAT YOU WOULD ULTIMATELY SAVE MOST MORE THAN LIKELY MONEY OFF THE MEDICAL PLAN, BECAUSE SOME PEOPLE ARE MOVING OFF OF THE AP TO THE MEDICAL.
SO THAT CREATES MEDICAL CLAIMS. IF WE KNOW THE NEXT SLIDE, WE'RE RECOMMENDING THE MOVE FROM A WHITE, WHICH IS YOUR PATIENT ADVOCACY TO HELP JOIN.
THERE IS A COST INCREASE ON THIS ONE AND I GET INTO MORE DETAILS, BUT YOU'D ALSO SEE SOME DECREASE PROBABLY IN CLAIMS DOLLARS.
THEY HAVE A VERY NICE TELE-HEALTH MEDICINE THAT'S INTEGRATED INTO THEIR APP THAT DOES NOT RUN THROUGH YOUR HEALTH PLAN AT ALL.
THEY ALSO HELP EMPLOYEES ON THEIR PRESCRIPTION DRUGS FIND SAVINGS, WHICH WOULD ALSO BENEFIT THE HEALTH PLAN AS WELL.
LAST COUPLE OF SIDES HERE ARE JUST MORE FOR REFERENCE PURPOSES.
IF YOU CAN GO TO A COUPLE MORE SLIDES FROM ONE OF THE QUESTIONS THAT CAME UP BY BILL AND MARTIN AND THE REST OF THE TEAM WAS LOOKING AT THE UAC NETWORK HAS A COMPARED TO BLUE CROSS BLUE SHIELD.
THIS IS THE TOP 10 HOSPITALS IN THE GREATER HOUSTON AREA.
AND YOU CAN SEE UHC IS IN THE SECOND COLUMN THERE AND BLUE CROSS BLUE SHIELD IS IN THE THIRD AND THEY'RE IDENTICAL AS FAR AS WHO THEY OFFER.
THIS DOES NOT INCLUDE SPECIALTY HOSPITALS, SUCH AS MD ANDERSON.
THIS IS JUST YOUR MAJOR MEDICAL HOSPITALS JUST BELOW THAT.
YOU'LL SEE AN ANALYSIS ON THE OVERALL NETWORK AND IT'S SHOWING A NEUTRAL IMPACT TO EMPLOYEES AND THEN THE HOUSTON AS A SECOND LINE DOWN.
AND JUST FOR PURPOSES OF COMPARISON, WE DID INCLUDE EDNA'S NETWORK THERE AND YOU CAN SEE IT WOULD BE A UHC WOULD SHOW YOU A LARGE ADVANTAGE IF THERE'S AN ADVANTAGE OVER NETWORK PARTICIPANTS.
AND THEN MARTIN, I THINK I'LL TURN IT BACK OVER TO YOU.
AND THIS IS JUST A SIDE THAT SHOWING BENCHMARKING OF THE CITY COMPARED TO OUR OTHER PUBLIC ENTITIES.
AND YOU GUYS BE EVEN WITH THE CHANGE TO BLUE CROSS BLUE SHIELD OR FROM BLUE CROSS BLUE SHIELD AT UHC, THERE'S NO DISRUPTION HARDLY AT ALL BETWEEN THE PLAN DESIGNS.
THE ONLY THING YOU'LL SEE IS DOWN ONTO THE PHARMACY, YOUR TIER TWO COPAY GOES FROM $45 CURRENTLY TO BLUE CROSS BLUE SHIELD FOR THE PPO PLAN TO HAVE $40 OPEN.
PARDON, I'M GOING TO, IF YOU WANT ME TO HIT THE NEXT SLIDE, I CAN TOO.
SO THIS IS JUST AN ANALYSIS OF WHAT YOU'RE ASKING THE EMPLOYEES TO CONTRIBUTE, AND YOU CAN SEE THAT THE CITY IS STILL IN LINE, IF NOT BETTER THAN WHAT MOST OTHER OF OUR BENCHMARKS ARE UNDER YOUR NOT HIGH DEDUCTIBLE HEALTH PLAN OR WHAT WE CALL A PPO PLAN.
CURRENTLY, THE CITY OF MISSOURI CITY IS ASKING EMPLOYEES TO CONTRIBUTE $38.
WHEREAS ON AVERAGE, OUR PUBLIC BENCHMARK, WHICH INCLUDES 60 DIFFERENT CITIES IS ASKING THEIR VOICE THAT THEY $58 AND A HUNDRED HSA PLAN.
YOU'RE ASKING YOUR EMPLOYEES TO PAY $0 FOR THE AVERAGE IS $32 PRINT, A FOIL COVERAGE.
UH, AND THEN I'LL TAKE OVER HERE, SEAN.
WE DID HAVE OUR BENCHMARKING LIST OF THE MUNICIPALITIES, UH, AROUND OUR AREA AND THROUGHOUT THE STATE THAT WE LOOKED AT TO MAKE SURE THAT WE WERE COMPETITIVE IN THE MARKET.
AND THEN IF YOU'RE LOOKING AT THE SCORES, DON'T THINK YOU WENT UP ONE.
AS FAR AS YOUR MEDICAL INSURANCE SCORECARD RESULTS, THAT KIND OF GIVES YOU AN IDEA OF WHAT WE'RE LOOKING AT AND HOW WE SCORED, UH, EACH ONE OF OUR, UH, UH, IN THIS CASE, THE TOP THREE, WHEN IT CAME DOWN TO, UM, DECIDING ON WHICH COMPANY TO GO WITH, AS FAR AS OUR MEDICAL, THE NEXT SLIDE, PLEASE,
[00:15:01]
OUR DENTAL, IT GIVES YOU A SCORE THERE.AND IF YOU LOOK AT ALL THREE UNITED HEALTH CARE CAME OUT OF THE TOP ONE, AND THAT'S THE ONE WE'RE RECOMMENDING TONIGHT.
UH, LIFE INSURANCE, LONGTERM DISABILITY, UH, YOU DO SEE THE TOP THREE AND HOW THEY SCORE IT OUT.
AGAIN, THIS GOES INTO THE TOP ONES THAT WE RECEIVED A RESPONSE BACK AND WHAT THEIR SCHOOL WAS.
YOU CAN ALSO SEE HOW WE SCORE THEM BASED UPON THE CURRENT, THE CURRENT CRITERIA.
AND THEN ALSO OUR FSA ACCOUNT, A SCORECARD FOR THOSE TOP FOUR.
AND THE ONE IN WHICH IS HIGHLIGHTED IN YELLOW.
THE ONE WE ARE RECOMMENDING TONIGHT, NEXT SLIDE PLEASE.
AND AGAIN, COBRA, UH, KIND OF GIVES YOU AN IDEA OF HOW WE SCORED, UH, THOSE TOP FOUR.
AND THEN OUR COURSE, OUR EMPLOYEES, UH, ASSISTANT PROGRAM.
AGAIN, IT GIVES YOU THE TOP SCORE THERE WITH ALLIANCE WORK PARTNERS.
PATIENT ABS SCORECARD AGAIN, THE TOP THREE AND THE TOTAL SCORE, UH, OF HEALTH JOY, WHICH CAME OUT ON TOP.
THAT IS THE LOGIST OF OUR PRESENTATION.
ANY QUESTIONS, MAYOR? THIS IS ANTHONY.
SO I HAVE A QUESTION FOR SEAN AND OR MARTIN.
SO MARTIN, UH, GREAT WORK AND SEAN, THANK YOU FOR PRESENTING THAT, UH, HAVING A SAVINGS IN THESE TIMES IS A BIG PLUS.
AND OBVIOUSLY SOMETHING THAT OUR EMPLOYEES WILL BENEFIT FROM.
MY QUESTION IS THERE'S GOING TO BE A LOT OF TRANSITION, RIGHT? WE'RE GOING TO BE MOVING OVER TO A LOT OF DIFFERENT PLANS AND DIFFERENT BUSINESSES.
WHAT IS THE TRANSITION PLAN AND HOW EASY WILL IT BE TO MOVE FROM NEW RECOMMENDATIONS? MARTIN, DO YOU WANT TO TAKE THAT? AND YOU WILL JOIN ME TOO.
GO RIGHT AHEAD AND I'LL AND I'LL PICK UP FROM YOU.
UM, SO THE GOOD NEWS IS WE'VE GOT A LITTLE BIT OF TIME, THE TRANSITION READY.
UM, SO WE'RE LOOKING AT, UH, THE FIRST PART OF NOVEMBER, I THINK NOVEMBER NINE TO START THE EDUCATION PROCESS FOR EMPLOYEES.
ROLL-OUTS UM, THAT'S WHAT WE ALSO INCLUDED JELLYVISION IS TO HELP EMPLOYEES UNDERSTAND THE DECISION BETWEEN THE HIGH DEDUCTIBLE HEALTH PLAN AND THE PPO PLANS AND TO HELP THEM MAKE THOSE DECISIONS.
AND IT WILL BE AN EDUCATION PROCESS CAUSE YOU GUYS HAVE BEEN, THE CITY HAS BEEN WITH BLUE CROSS BLUE SHIELD FOR A LONG TIME, BUT I THINK THE TRANSITION WILL GO SMOOTHLY AND TO ADD TO THAT AS WELL.
UM, UH, EVEN BEFORE I THINK NOVEMBER, WE'RE GONNA START THE PROCESS WITH COUNCIL'S APPROVAL TONIGHT OF, UH, MAKING SURE WE TRANSITION AND MAKING SURE THAT WE ARE ALL SET UP.
UH, SO WHEN OPEN ENROLLMENT COMES ON NOVEMBER THE NINTH AND WE'LL BE SET UP TO HAVE EMPLOYEES ENROLL IN THOSE DIFFERENT PORTALS WHEN, UH, UH, AND, AND ON OUR SIDE, WE SHOULD BE PREPARED BY THAT TIME TO BE READY FOR OPEN ENROLLMENT.
AND MAYOR COUNCIL IS STILL AT KUNSAN AND WORKING WITH SHAWN AND MIKE, UH, THEY ALSO HAD GIVEN US A VIEW OF THE JELLY, UH, VISION, UH, T OR TEST SITES AND A IS A GREAT EDUCATIONAL PRODUCT THAT LETS, UH, AS I JUST MENTIONED, EACH INDIVIDUAL EMPLOYEE GO IN AND LOOK AT THEIR PARTICULAR NEEDS, AS IT RELATES TO THE TYPE OF PLAN THEY MAY NEED AND GIVES THEM A QUESTIONNAIRE, THEY GO THROUGH SEVERAL QUESTIONS AND THEN IT MAKES RECOMMENDATIONS TO THEM.
SECONDLY, WE HAVE A SYSTEM THAT WILL ALLOW US TO SEND OUT EMAILS, UH, ALSO NEWSLETTERS, UH, BETWEEN NOW THE ADOPTION AND THEY SIGN UP FOR AN ENROLLMENT PROCESS.
UH, SO WE'RE GOING TO BE ABLE TO USE THAT.
IT'S GOING TO BE A GREAT TOOL AND GAIN THAT INFORMATION OUT EARLY AND OFTEN AND HELPING THOSE, THE EMPLOYEES.
MARTIN, THIS WAS COUNCILMAN EMORY'S HIT A COUPLE OF QUESTIONS.
I BELIEVE I SAW ORIGINALLY THAT WE WERE ONLY HAVING THREE SESSIONS IN THE AP, BUT WE INCREASED THAT TO EIGHT SESSIONS.
I WAS JUST CONCERNED THAT, UH, YOU KNOW, IN TODAY'S ENVIRONMENT, THREE SESSIONS MIGHT NOT BE ENOUGH TO, UH, TO REALLY BRING PEOPLE AROUND TO WHERE THEY NEED TO BE A GREAT QUESTION IN SECOND.
WHAT, UH, WHAT, UH, TYPES OF, UH, SITUATIONS, UH, ARE WE HANDLING UNDER EAP? IS IT, UH, ALCOHOL, DRUGS, UH, STRESS.
JUST WHAT ARE THE MAJOR CATEGORIES THAT WE, UH, WE POINT THIS PROGRAM TO? YEAH, THAT'S A GOOD QUESTION AS WELL.
[00:20:01]
UM, IT GOES INTO DEPRESSION, IT GOES INTO, UM, FINANCIAL, UM, CONCERNS AND AN EMPLOYEE MIGHT HAVE, UM, MARRIAGE COUNSELING.I MEAN, IT DOES GO THROUGH QUITE A BIT OF, UM, STRESS-RELATED WORK RELATED, UH, STRESSORS THAT COULD, UM, UH, I GUESS, UH, WHAT WOULD BE THE BEST WORD TO PUT IT, UH, THAT COULD ACTUALLY, UM, UM, HM.
UM, WELL, ANYTHING THAT'S DETRIMENTAL TO THE, UH, THE PERFORMANCE AND THE LONGEVITY OF THE EMPLOYEE IS WHAT I WOULD BE LOOKING FOR.
WELL, IT, IT KIND OF AFFECTS THEIR PERSONAL LIFE AND THEN IT ALSO IS CONTRIBUTING TO THE JOB PERFORMANCE.
SO WHAT THIS DOES IS ACTUALLY HELPS THAT EMPLOYEE BETTER SMOOTH OVER AND TRANSITION OR IN HIS CASE, BETTER ABLE TO BALANCE THAT WORK LIFE AND PERSONAL LIFE.
SO THEY'RE ABLE TO DO THEIR JOB WITH THE ASSISTANCE AND THE COUNSELING THAT THEY WERE RECEIVED, BUT IT DOES GO THROUGH DRUG, ALCOHOL ABUSE, EMOTIONAL PROBLEMS, FINANCIAL PRESSURES, GRIEF ISSUES, FAMILY, RELATIONSHIP PROBLEMS, AND OTHER PERSONAL ISSUES THAT THAT EMPLOYEE MIGHT ENCOUNTER AND HAVE CONCERNS WITH.
UM, IS THERE, UH, IN THE MEDICAL AND DENTAL, ARE THERE ANY DIFFERENCES IN THE OUT-OF-POCKET OR THE DEDUCTIBLE OR LIFETIME? IS THERE A LIFETIME LIMIT THAT'S IMPOSED? YOU SAID A LIFETIME LIMIT.
I KNOW THERE IS AN ANNUAL OUT OF POCKET LIMIT WHEN YOU'RE TALKING ABOUT THE, YOU TALKING ABOUT THE HEALTH DENTAL, YOU TALKING ABOUT THE HEALTH INSURANCE, CORRECT? RIGHT.
THERE IS A, UM, ANNUAL, UH, UH, IT'S ACTUALLY, EVERYTHING IS THE SAME FROM THIS YEAR AND THERE'S NO DIFFERENCE IN THAT, BUT AS FAR AS THE ANNUAL OUT OF POCKET, YES.
THAT THOSE WERE STILL REMAINED THE SAME IN NETWORK, UH, FOR $4,000 FOR AN INDIVIDUAL 68 50 FOR A FAMILY ON AN HSA PLAN.
AND OUR PPO PLANS IS $3,000 FOR THE INDIVIDUAL AND $6,000 FOR THE FAMILY IF THEY STAY IN NETWORK.
MY NEXT QUESTION, NEXT QUESTION IS, IS THERE ANY MAJOR CHANGE TO, UH, THE NETWORK WHERE OUR EMPLOYEES WOULD HAVE TO SEARCH OUT, UH, A NEW, UH, UH, UM, UH, I GUESS A NEW, UM, UM, POSITION, UH, SPECIALISTS ARE, YOU KNOW, ARE WE FAIRLY CERTAIN THAT, UH, THERE WON'T BE ANY DISRUPTION, UH, TO THE EMPLOYEES BY HAVING TO GO OUT AND TRY TO FIND A REPLACEMENT FOR, UH, A PHYSICIAN OR A HOSPITAL THAT WASN'T A NETWORK THAT'S NOT IN THIS NEW NETWORK.
AND, UM, THAT WAS ONE OF OUR CONCERNS THAT HUB ACTUALLY ADDRESSED DURING A LOT OF OUR CONFERENCE CALLS.
I THINK WHAT YOU'LL FIND IS IS THAT OUR NETWORK HAS GONE TO INCREASE INSTEAD OF DECREASE.
UM, AND SEAN, YOU CAN, MIGHT BE ABLE TO BETTER ANSWER THAT QUESTION, BUT FROM THE DIFFERENT MEETINGS THAT WE'VE HAD, UM, LOOP, AND I THINK IT WAS REPRESENTED ON ONE OF OUR SLIDES THAT WE HAVE MORE ACCESS TO MORE DOCTORS AND PHYSICIANS THAN WE HAD BEFORE.
IS THAT A CORRECT ASSESSMENT SHINE? YES.
SO YOU'RE LOOKING WITH UNITED HEALTHCARE AND THE GREATER THE MARKETPLACE.
THERE'S ABOUT ALMOST 13,000, 12,969 PHYSICIANS THAT ARE PART OF THE NETWORK COMPARED TO BLUE CROSS BLUE SHIELD COMING IN JUST UNDER 12,000.
UH, SO THERE'S AN OVERLAP OF PHYSICIANS OF 10,400 AND UNIQUE TO UNITED HEALTH CARES 2,500.
AND THE NUMBERS ARE, YOU KNOW, ARE IMPORTANT, BUT, UH, THE, MY CONCERN IS IF YOU HAVE A, A, A, UM, AN EMPLOYEE WHO IS USING A PARTICULAR PROVIDER AND HAVE PROVIDERS NO LONGER THERE, YOU KNOW, THIS NEW NETWORK, W WHAT, UH, OPPORTUNITIES DO WE GIVE THEM TO TRY TO TRANSITION OVER TO A, UH, TO A NEW PROVIDER OR TO, UH, CONTINUE WITH THAT EXISTING PROVIDER, UH, WITH OBVIOUSLY, YOU KNOW, SOME CHANGE IN THE, UH, UH, THE, UH, THE OUT-OF-POCKET OR THE DEDUCTIBLE OR WHAT'S COVERAGE MIGHT BE, HAVE WE THOUGHT ABOUT THAT, OR IS THAT, IS THAT A I'LL USE THE WORD LEGITIMATE CONCERN ON MY PART? WELL, FROM AN EMPLOYEE STAND UP STAND POINT, THEY WILL NOT BE LOSING ANYTHING.
MATTER OF FACT, IT COULD BE ENHANCED BY US
[00:25:01]
SWITCHING TO UNITED HEALTHCARE COMPARED TO WHERE WE ARE RIGHT NOW WITH BLUE CROSS AND BLUE SHIELD.MAYBE I'M TALKING ABOUT INDIVIDUAL PROVIDERS THAT, YOU KNOW, A FAMILY DOCTOR THAT SOMEONE THAT AT ONE OF OUR EMPLOYEES HAS BEEN USING FOR 10 YEARS, UH, AND, UH, THAT FAMILY DOCTORS IS NOT IN THIS NEW, NEW NETWORK THAT WE'RE TALKING ABOUT.
UH, AGAIN, MY QUESTION IS, YOU KNOW, AM I, UH, YOU KNOW, IS THAT, UH, UH, YOU KNOW, A VALID CONCERN ON MY PART OR A CONCERN, A CONCERN ON MY PART, OR, YOU KNOW, ARE WE COMPETENT THAT, UH, THOSE TYPES OF SITUATIONS, UH, YOU KNOW, SHOULDN'T, SHOULDN'T POP UP COUNCILMAN HUTCHINSON.
AND THAT IS ONE THING THAT I ASKED HER IN THE PROCESS.
AND, UM, THE ODDS ARE THAT THERE'S GOING TO ACTUALLY, WITH THERE BEING, I BELIEVE I SAID 2,500 MORE, UH, PARTICIPANTS IN UNITED'S NETWORK BAN IN, UH, THE, UH, CURRENT NETWORK ODDS ARE YOUR, YOUR PROVIDER'S GOING TO BE THERE IN ADDITIONALLY.
UH, YOU, I HAVE THE OPPORTUNITY TO, AS I DO NOW, BE ABLE TO GIVE PEOPLE AND I'VE HAD THIS HAPPEN WHERE THEY'VE BEEN ABLE TO GET SOMEBODY INTO THE NETWORK, SO, OR THEY WILL TAKE NETWORK PRICING.
SO WE DO EDUCATE OUR EMPLOYEES ON THAT, THAT THE ODDS ARE, IS THAT, THAT, YOU KNOW, EACH INDIVIDUAL CASE MAY BE UNIQUE, BUT WE FEEL CONFIDENT, COMPETENT THAT, UH, THERE'S BETTER ODDS THEY'LL HAVE THEIR, UH, PROVIDER COVERED IN THIS.
AND, UH, HOW ABOUT THE PREEXISTING CONDITION THAT WE HAVE THAT STANDARDS NOW ON CERTAIN EMPLOYEES? UH, WE'LL LET, UH, TRANSITION OVER TO THE NEW SYSTEM.
CAN I ANSWER THAT ONE MORE TIME? GO AHEAD.
ABOUT PREEXISTING CONDITION UNDER ACA, THERE IS NO PREEXISTING CONDITION AS THE WAY THE LAW IS CURRENTLY WRITTEN.
UH, AND SO IF THE LAWS DO CHANGE IN THE FUTURE, FOR SOME REASON, I BUY ME AN ISSUE, BUT AS OF TODAY, THERE WAS NO PREEXISTING CONDITIONS THAT WOULD APPLY ALSO TO BACKUP, TO QUESTION BY THE LIFETIME LIMIT.
ALSO UNDER ACA, THERE ARE NO LIFETIME MAXIMUM ANNUAL LIFETIME LIMITS OR THE HEALTH PLAN, UH, AGAIN, THAT COULD TRANSITION OR CHANGE AT SOME POINT IF THE LAWS CHANGED, BUT AS OF TODAY, NO PREEXISTING CONDITION AND NO LIFETIME LIMIT.
AND THE LAST ONE, AS FAR AS PRESCRIPTION DRUGS, UH, IS THERE A DIFFERENCE, UH, IN THE, UH, THE, THE TIERS, UH, THE COVERAGE, AND I GUESS, I DON'T KNOW HOW MANY TIERS THAT YOU HAVE IN THE PRESCRIPTION PROGRAM.
IT SOUNDED LIKE THERE WAS AT LEAST FOUR, BUT, UM, IS THERE ANY, UH, ANY MAJOR DIFFERENCE BETWEEN, UH, PRESCRIPTION COVERAGE, JOE CURRENTLY VERSUS WHAT IT'S GOING TO BE WHEN WE TRANSITIONED TO THE NEW, UH, THE NEW PROGRAM, SEAN, PICK THAT ONE UP BECAUSE THERE IS A SLIDE WHERE IT TALKS ABOUT, UM, ON SLIDE 24, WHERE IT ACTUALLY TALKS ABOUT OUR PRESCRIPTIONS AND COPAYS THAT EVEN WHEN WE GO TO THE NEW PROPOSED PLAN, IT ACTUALLY IS GOING TO BE BENEFICIAL, SLIGHTLY BENEFICIAL TO THE EMPLOYEE COMPARED TO WHERE WE WERE AT CURRENTLY.
UM, EVEN ON THE TWO TIERS OF OUR PLAN CURRENTLY ON OUR HSA PLAN, WE DON'T HAVE A COPAY WHEN IT COMES TO OUR, UH, PRESCRIPTION DRUGS, BUT NOW, UH, WITH UHC, WE WILL HAVE A COPAY ON OUR TIER ONE, TWO AND THREE PRESCRIPTION DRUGS THAT WE DID NOT HAVE PREVIOUSLY.
AND SEAN, YOU MIGHT BE ABLE TO PICK THAT UP AS WELL.
UH, YES, COUNCILMAN CARMEN WAS SAYING THERE IS SOME ENHANCEMENTS OVER BLUE CROSS BUSH.
CURRENTLY, THERE WERE ACTUALLY FOUR TIERS.
WE DIDN'T LIST THE FOURTH YEAR AND A BLUE CROSS BLUE SHIELD CAUSE THAT'S A SPECIALTY DRUG TIER AND NOMINATED HERE.
IT, BUT THAT COPAY UNDER BLUE CROSS BLUE SHIELD IS $100 WITH UNITED HEALTH CARE.
THE COPAYS ARE FOLDED FOR SPECIALTY DRUGS UNDER THAT THIRD TIER.
AND FOR YOU GUYS UNDER THAT, THE PPO PLAN, THAT'S AT $80 COPAY.
SO YOU'D SEE SOME FINANCIAL SAVINGS POTENTIALLY FOR EMPLOYEES AS WELL.
THOSE ARE, THOSE WERE THE QUESTIONS THAT I HAD AND IT LOOKS LIKE, YEAH, OBVIOUSLY YOU ALWAYS WANT TO SAY, UH, SOME, UH, SOME COSTS, BUT WE ALSO WANT TO MAKE SURE THAT WE'RE, UH, UH, THAT WE'RE NOT TAKING ANYTHING AWAY FROM OUR EMPLOYEES.
WILL YOU MAKE THOSE CHANGES, THIS CHANGE TO A NEW CARRIER.
SO, AND IT SOUNDS LIKE, UH, THOSE ARE FAIRLY WELL, SO THANK YOU.
ANY OTHER QUESTIONS I'M COMPLETE? I'M SORRY.
THIS IS COUNCIL AND EMORY I'M FINISHED.
[00:30:01]
IS THE EXECUTIVE SESSION GOING TO TAKE? IT WILL PROBABLY TAKE 15 TO 20 MINUTES.AND THEN I BELIEVE THAT THERE ARE ALSO FOLKS ON THE LINE FOR PUBLIC COMMENTS AS WELL AFTER THAT EXECUTIVE SESSION.
UM, IS THIS SOMETHING WE NEED TO DO BEFORE THE REGULAR MEETING OR IS IT, OR CAN WE DO IT AFTERWARDS? WE CAN DO IT AFTERWARDS.
THERE'S NOTHING ON THE REGULAR AGENDA THAT'S ASSOCIATED WITH THIS SPECIAL MEETING.
WE WILL NOW RECESS OUR SPECIAL MEETING AT 7:00 PM AND WE WILL GO INTO THE REGULAR MEETING.
I'LL GIVE DOUGLAS A MINUTE TO SWITCH US OVER JOURN.
WE WILL NOW RECONVENE THE SPECIAL MEETING.
I WILL GIVE DOUG A MINUTE TO SWITCH OVER DOUG.
WE WILL NOW RECONVENE THE SPECIAL MEETING.
I WILL DO A REALLY QUICK ROLL CALL VOTE.
UH, ATTENDANCE MAYOR PRO TEM PRECEDENT, PRESENT COUNCIL MEMBER EDWARDS, OTHER THAN COUNCIL MEMBER STERLING PRESENT COUNCIL MEMBER BONEY PRESENT COUNCIL MEMBER RULE IS PRESENT.
COUNCIL MEMBER EMORY PRESENT WHO DO REALLY QUICK ROLL CALL FOR CITY STAFF, CITY MANAGER, OTIS JONES, ASSISTANT CITY MANAGER, BILL ATKINSON, ASSISTANT CITY MANAGER, GLEN MARTEL, CITY ATTORNEY JOYCE JAMO CITY, SECRETARY MARIA JACKSON, AS DIRECTOR OF COMMUNICATIONS, STACY WALKER, DIRECTOR OF HUMAN RESOURCES, MARTIN RUSSELL MARTIN RUSSELL UTILITIES MANAGER, TODD HOOVER, DIRECTOR OF PUBLIC WORKSHOPS WHO ARE PRESENT.
[3. CLOSED EXECUTIVE SESSION ]
WE WILL NOW THE TIME IS NOW EIGHT 54.THE COUNCIL WILL NOW GO INTO EXECUTIVE SESSION PURSUANT FIVE, FIVE, 1.071 RECONVENE
[4. RECONVENE into Special Session and consider action, if any, on items discussed in Executive Session. ]
OUR SPECIAL MEETING.IS THERE A MOTION? WELL, I'M SORRY.
[Additional Item]
PEOPLE WHO'VE SIGNED UP ARE THE TWO, UH, PUBLIC COMMENTS.ARE THEY STILL FEEL HERE DOUG? OR DID THEY DISCONNECT THERE ON, OKAY.
LEGAL COUNSEL FOR FOUR OUT OF 48.
SO YOU KNOW, YOU CAN GO AHEAD.
I AM JUST HERE TO ANSWER ANY QUESTIONS YOU MIGHT HAVE.
I'M SURE YOU GUYS GOT SOME BACKGROUND FROM YOU, JOYCE AND SHAWSHEE AND TODD.
UM, YOU KNOW, WE'VE BEEN WORKING ON THIS ISSUE FOR A NUMBER OF YEARS, AT LEAST TWO YEARS.
UM, AND THIS IS OUR ATTEMPT AT, UH, RESOLVING THE ISSUE SO THAT WE DON'T HAVE TO SPEND ANY MORE TAXPAYER DOLLARS ON IT, CITY OR MUD.
UM, YOU KNOW, IT'S A, IN OUR OPINION, A VERY REASONABLE OFFER.
UM, AND YOU KNOW, AT THIS POINT WE CAN EITHER KEEP GOING BACK AND FORTH AND LIKELY NOT EVER GET TO A RESOLUTION AND END UP, UM, IN COURT, WHICH WE DON'T WANT TO DO.
OF COURSE, OR WE CAN AGREE TO SOMETHING THAT SEEMS REASONABLE ON BOTH ENDS.
SO THIS IS OUR ATTEMPT AT, UH, PROVIDING A REASONABLE OFFER FOR YOU GUYS TO CONSIDER, UH, DONNA GIBSON.
ARE YOU STILL ON? I THINK DONNA MAY HAVE DROPPED OFF.
WELL, THAT'S IT FOR OUR PUBLIC COMMENTS.
IS THERE A MOTION TO AUTHORIZE STAFF TO NEGOTIATE A SETTLEMENT? GO AHEAD, COUNCILWOMAN.
I'LL MAKE A MOTION THAT WE MOVE THROUGH THE MOVE WITH OPTION C TO AUTHORIZE AND TO MAKE THE DECISION.
[00:35:01]
IS THERE A SECOND? LIKE THE SECOND THE NEGOTIATION.ARE THERE ANY QUESTIONS FOR STAFF? OKAY.
I'LL MOVE FORWARD WITH A ROLL CALL.
MAYOR PRO TEM PRESTON COUNCIL MEMBER EDWARDS.
COUNCIL MEMBER STERLING MADE THE MOTION.
COUNCIL MEMBER BONY MADE THE SECOND COUNCIL MEMBER.
IF THERE IS NO FURTHER BUSINESS, WE WILL NOW ADJOURN.