We still didn't change the percentage of how much we cover. We just we took it on. >> Okay. Kelly then Daniel. >> Well, I have an option. I don't know if that's appropriate now or if I should wait until discussion is over. an option about the max out of pocket or or the 10 to 13. >> Yeah, the the 10%. >> You have a different option. >> No, no, just to move the >> move it forward. Okay, let me get to Daniel first. See if there's thing and then we can definitely do that. >> Vanessa, how much did >> it stop so fast? >> Vanessa, did you say you budgeted for a 15% increase? >> Yes. >> And does that include covering all employee costs or No. >> No. >> Okay. So then out of the money that we were told that we had um last time I remembered something about if we can covered the medical cost increase for employees it would cost us about $150,000.
So, she took the number down and I gave her uh Michael Norton's number and hopefully uh they can work out something. So, that may be it may be very helpful and uh to put the the bod type thing up that they were talking about doing it that could be an Eagle Scout project. So, I mean that to save money in some way, shape or form. So, hopefully they're working on that to get to get that going. I don't have to talk about this pancake breakfast. it's already been done. And um I'll be part of the uh ABA town leader panel on the 17th of March uh from 8:30 to 9:30 here in town hall up here. Um it's always a brisk uh conversation and very relative to how the uh and the concerns of the businesses in and downtown in and around the area. So I'm looking forward to that as well.
Is that a correct number or >> are we talking about the savings from the budget versus the actual >> because when I took that to the board there was not support for using that savings. I'm talking No, I'm talking about um for the money that we've been given at meet and confer or the money that we told at meet and confer here's how much money we have to spend. >> Right. So it was 750,000 and then we were going to >> cover that difference if we didn't pick the maximum out of pocket. >> And then it went down to 500 and something. We took that off the table after the governing board study session. Um, and so there's no penalty to the 750,000, but the employees cost would have to come out of the 750,000. And so >> it works out better for the group.
So if there's anything you want to see added or please shoot an email off to me. They'd be happy to be part of that uh discussion as well. >> When is that happening, Joe? I'm sorry. >> It's happening on March 17th. >> Okay. >> From 8:30 to 9:30 >> in the morning. >> Yep. And it'll be here in the Slickman's uh Slick Boos room. And uh if you haven't tried it yet, um we had a pizza uh this afternoon from Killer Pizza. It was it was it was very good. You know what it reminded me of in all sense? I don't know. It reminded me of Papuccino's pizza. the same flavor and tech. It was Oh, believe me. >> Did you go there or did you just get take out? >> Oh, we got take out when we walked in. It was beautiful. They did a great job.
I just kind of navigated it because I didn't like the big hit to the 750. >> And so how much will that cost from the 750 if we choose to cover the employee group? >> Sure. It looked like it was 63. It's It'll be back up there in a second. It's like 63,000 for the non >> for 13% 46 >> max and 40 something thousand for the other. >> Okay, I understand. >> It's right there. >> All right. >> 40 and 62. 46 and 62. >> That's That was my question. >> Yes. So, instead of the 750 being down to the Yes, I Thank you for bringing that back up because I forgot to tell you guys. I took it took it off. >> You took it off. took it off because there was no support from the board for that complexity and um but also it has to come out of the 750 but it's an actually a better option.
>> It's absolutely beautiful. Absolutely beautiful. >> And the really cool part is they're Ashlin people. >> Yes, they are. >> Kids that the the Davidid who owns it um went to Ashlin public schools and the support. So, yeah. Very >> very great great story. They wanted to come back. He had worked there for years when he was in high school and >> the former owner was still there helping out and everything and of course when D and I come walking in she would go and advise them when there was a half a day or this and that. She was oh D here and it was like old home week for them but yeah it was very very nice. So it was cool. >> So with that uh thank you all for all the efforts that you uh put into this week. >> Oh uh Mr.
It's less it keeps more dollars on the table for all the rest of the options. Okay. Can we talk this really quickly? >> Um, >> I'm just going to double check one thing real quick. Okay, I'm gonna keep you tight. Five minutes and then we got to get get back >> for which one? If we say another year, >> it's 63,000 or 60 whatever 2,000 would come out. So you have $750,000 on the table for all of the meet and confer costing options, no matter what they are. And so insurance without the decision being made, the 10% would be 43,000 to cover for staff. Uh the 13.4% would be 62,000 and change to cover for staff and it would come out of the 750. But what I stated before was I didn't see a lot of support >> to cover 100%. >> Are we still on?
Chair just one other reminder and greeting for folks March 17th is St. Patrick's Day. I don't think we're going to meet before that, but until after that. So, happy St. Patrick's Day to those who celebrate >> to everybody. Yeah, that's right. >> That should be everybody. >> Yeah. >> And the pitches are catches and the socks are playing spring ball already. It's It's a happy time. >> It's March and it's happy time. So, I'll >> Motion to return. >> Thank you. All those a second. All those in favor? I Good night everybody. See you in two weeks and we will see you in two weeks.
Yeah. >> Can we cut the video? >> Oh, when we're in in consensus, but this the same thing I said before. >> Thank you. >> Okay. >> Just in since we turn it off, I get a better >> any discussion in this group about what's happening. >> Thank you, D. >> Not sure what's >> Yeah. Wait till we're off. >> Okay. So Going from four and 8 in the buyup and five and 10 in the base to 6 and 12 for both. >> Okay. Okay. Joel, would you be so kind if we'll bring up the uh spreadsheet where we're put the two options on there? >> Get rid of mine. >> The option. >> We can do we can do this two ways. So we can go through and evaluate it with the standards or we can just say we're going to make the recommendation I've done where you don't go through the standards and do the points and all of that for the sake of time and because right you got two things either do or don't.
Um so I'll leave that to the group. Do we want to evaluate it through the standards or we just make a decision? >> Is there anyone that feels strongly that we should not increase the max out of pocket? Anyone feel strongly about not increasing the max out of pocket? >> I unplugged mine. So, >> and it's Joel's now. >> Can we just evaluate >> if that is >> the out- of- pocket increase? >> Do you want to evaluate it through the standards or you just want to go talk go to straight to consensus about it >> because again we can do >> I unplugged and now it's >> I have people that will be really strict about doing the process. I've also done it where you just say look let's just talk about consensus. you don't see a lot of conversation about or desire to have additional conversation about it and you really have the one option you can go straight to consensus.
>> I think we should just go to the 10% the 9.99 it's an ease in as opposed to going to the maximum that we have to increase. >> Okay. And then I think we should just take consensus on >> any any other I'm looking for final questions information because when we get to this consensus thing I you should be a hearer or a hearer. I want to make sure I have all questions answered prioring the question of so the 10% is the out of pocket. >> Yes. >> Correct. We're increasing the max out of pocket by $2,000 in order to only increase premiums by 10% instead of 13%. We're not discussing employee portion. >> We're not talking about employee cost sharing right now. Just talking about increase max out of pocket. Are there any other questions about increasing max out of pocket? Going once. Going twice.
Okay. Now I'm looking for consensus to increase the max out of pockets so that your rates are uh at the 10% not at 13.4. So I'm looking for >> Did you catch that? >> We're taking consensus on increasing the max out of pocket to 10%. >> And we're not using we're not going to go through the standards and evaluate them. We're just looking for consensus. Dorothy, are you good? Do you have questions? Okay, I'm looking for thumbs. Every thumb. Do you have another question? >> I don't have a question. I don't I don't Let's I wave my vote. I wave my thumb. >> Are you abstaining from consensus? >> Yeah, I'm abating for this one. >> Up up up up up. Okay. You have consensus to do to increase your MAC max to 10% increase the max out of pocket. Okay. Do you want to present the other idea and have more discussion about that?
>> The other you presented the other idea. Do you want to talk about that a little bit more because I think that one needs some vetting. it. So it would be $46,000 of cost to employees. In the past, we have covered these costs or made critical decisions with our insurance plan to minimize the cost to employees. There's been five years of no increase to employee cost. And this year, it's a 10% increase to the district. It's a 10% increase to employees. >> Yep. >> Katie with a question and then Daniel. >> Thanks, Rox. >> Well, I'm wondering it feels hard to vote on something like this without talking compensation at the same time because it I think it becomes a matter of like like we're all employees are going to take a hit somewhere. It's just where does it look the worst on paper and retention for them to take that hit?
But either way, like I get a I get an increase in my pay, but now I'm paying it in insurance or I don't get an increase in my pay and I'm not paying it in in insurance. Either way, >> such a good point. And we can do that, too. We can go through some of the increase uh uh options that are on the table for compensation and compression and and that might help make some decisions, right? I I I agree. >> Um >> Daniel, then James. >> Yeah. I just want to talk a little bit about like being in a competitive environment as like a school district where right now when you choose to be employed by a school district as a teacher rather than um because I'm thinking about this from a teacher perspective rather than like a contracting company or even if like as in a school district compared to a private company like if you're working in finance or something.
One of the um pros of doing that is benefits. Like as a school district, we offer a pretty strong benefits package. I mean, much stronger than compared to a contractor. And where we lag is in salary. And we are just never going to compete with a contracting company in salary because they don't have to offer those benefits, right? Like I mean, yeah, we can be competitive, but we're never going to be able to offer as much or more than them. But we can offer a very strong benefits package. And it's a $50,000 cost to the district to to take the hit. And I understand that at some point in the future it may not be possible and we have to cost share. But it doesn't make sense to me to take something that we do really well that is like an attractive selling point at our school district and make it a little bit less attractive.
Make it a more mediocre oh we cover most of your health insurance even if it's only 40 bucks a month. Um I remember recently I was hearing about I think the uh J man was talking about what causes families to leave schools and it's not really like you know having a negative experience. It's necessarily like how is that negative experience handled? How do like when like families don't necessarily need always stay at a school because it's like a great place, but because they haven't had like that bad customer service experience, right? Because they're they trust them because they have a good experience with the people that work there. Um, and I think like, you know, looking at your paycheck and seeing that you are now losing money for health insurance when before you weren't losing money for health insurance, even if it's only the cost of like one or two tanks, I guess it be like two tanks of gas a month.
Like I think that that's like a negative experience with our employees that we can avoid, right? If we like we have the money to do that. >> James, >> um so uh for me my uh one of the things that I focus on is messaging. How is this messaged? Um, and um, I think it would be, and I don't mean this to sound negative, but I think it would be disingenuous to say that we have a pay raise unless it is something that is above 10%. Because it's not a pay raise. >> And I'm not saying I don't support this. I I understand the reality of it. It's just when we have that conversation about pay. >> Well, that's not it's 10% of a a $700 cost, not 10% of a $50,000 salary. Those are two very different numbers. So, you can't do 10% to 10%.
>> Well, whatever it plays out to, we've done this. We've had this this has happened before. Um, it's happened a couple of times and employees pick up on it real quick and it becomes a really hostile conversation when you're messaging it because when you're talking to them and you're trying to explain this to them, all they see in their head is that you're telling me I have a pay raise and trying to message it in a positive manner and then you're telling me that I have u I have an increased cost to uh my medical insurance. So, I I I I'm not against it. I'm just saying messaging is very very important because they will catch up on it. >> Katie, then Dorothy, >> um I think I want to counter what you said, Daniel. Um, as far as the the employ, yes, I think it's a great benefit that we give that employee like we cover so much of employee things, but when teachers are searching for districts, they are not digging into benefits.
They are looking for the actual base salary, and we have lost a lot of people because of that base salary. So, I mean, I I I don't know that I love either one, but I think that like when we can flash a higher base salary on the front page of the kraton school districts.org page, um I think it looks better than than um insurance. >> Dorothy, >> I would agree with that with recruitment. I don't know about but for recruitment. Yeah. Um, I just wanted to get a clarifying. I was trying to follow all of the conversation. So, um I know we don't have a ton of our teachers that are on the family plan, but if if a single parent had children and was on the family plan, this 10%, right? It's a 10%ish hit would affect them in a greater magnitude than the single person just getting the regular.
Correct? Yes. I I guess that's a struggle for me. I I was a single parent. I've worked here for over 30 years. Only had three kids when I first entered the district, ended up having six. I was never ever even able to afford the family plan. So, my kids went without any insurance for years and years and years, which is scary as heck, right? That to have dependents that have no health insurance at all. You're like walking on eggshells all the time. I can't imagine trying to for those few and I know it's not a ton, but those few parents that we have that are teachers, maybe they have a medically fragile child, maybe they have a child that they've just decided even if it's costing me $1,000 a month, I have to have health insurance for my child and are struggling that much and we're going to come back to them and say, and we're now going to increase it by 10%.