001It's in a rush. Yeah, I know. Red and like more red than I already am. I mean, cool down in about 20 minutes. scratch. All right, we are live. Oh, no. She's just logging in. Maybe probably it depends to like the end of like 23rd 24th. No, it's and your kids will be in school. I don't care about No, I'm saying you should come. I can speak. So will be there. Bill said and then I said unsubscribe. That was my special request. Oh, that is true. I am the first person to help trying to keep minutes and then actually see what is happening. You weren't I think everything is individual along the way. or something special. Just got here, too. So, y Okay. All right. What time can you call? All right. At this point,
002we're going to call to order the special board meeting at 6:31 p.m. And we'll begin the pledge of allegiance. To the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. Proof of love. Notice was given. And no virtual stationary is here. And as of right now, there are no public comments. So the next uh piece on the list is the board reorganization. Um so we're going to begin with reorganization of the board as required by our board policy 151.1 and board policy 152 as well as state statute 120.25. Um, so this place this takes place annually within 30 days of the 4th Monday in April. Nice date. So appreciate everybody making it here. We had to make some
003things to ship it around to make sure we had it all in person for this piece and I'm glad we're all here. So thank you for that. Um, this purpose, I'm sorry, this portion is to elect officers position of president, vice president, treasurer and clerk. officers are elected by the majority vote and board members present. Uh confidential ballots may be used as permitted under Wisconsin state law. Um so before we begin, just a quick how this works. Um nominations do not require a second. Um they do require a confirmation that yes, you do want to be. Um all all nominations are for office will be taken before any vote begins. If only one nomination is made, uh, the board can do a closed process and cast the unanimous vote or by roll call. If there
004is more than one nomination, we use a confidential ballot to uh, and collect those and see who advances the second round. Uh, voting continues till one nominee receives a majority of the board members present. Are there any questions on that process? What position? I said president, vice president, clerk, and is there another treasure? treasure. All right. So, we would then begin this process uh with president. So, are there any nominations for president? I'll nominate. I'd like to nominate matcha. All right. So, because they're Oh, I should say this with that. Yes. Sorry. Keep all right. So, do we have I got them. Thank you. Thank you. the right [Music] one. And since we're in it, would you mind the process? Do you want me just to read them individually or just tell you the number?
005Whatever you like. It doesn't matter. I think for this just have to catch whatever the result is. Okay. Uh three for Chris Adset, two for Matt. So majority Chris answers like the president school board. Okay. Per the policy at this point the president takes over for the meeting. Thank you Chris for the meeting. Okay, the same the same process continues for the other positions and continue with vice president. Are there any nominations for vice president? I'll nominate Chris England. I would nominate I think it's a [Music] good new stuff coming. Thank you. Thank you. You're good. Thank you. And Chris, I'll it's up to you if you want me to do kind of do a roll. I Is that okay? I'm guessing the base you Thank you. And I will continue to do [Music] this.
006Thanks. We got three for Matt, two for Moving on to the position of treasurer. Are there any nominations for treasurer? I'll nominate match one since it's already done. Did you want it again? Sorry. Are there any other nominations? Hearing none. Does the board wish to do confidential or roll call? If there are no objections, we'll do a roll call [Music] vote. Vote for myself. 12. Okay, moving on to the final officer position. Accepting any nominations for court. Are there any other nominations? Thank you. Take my name out right away. We'll do it through roll call again. Hang. Chris. Chris. Hang. Chris Hangman. Would you like to take over here? Wonderful. Feel like now I have to but I can do it. I mean I can do it. I've got it up. It's It's totally up
007to you. But I'm happy to do it. Okay. Happy to do it. [Music] Okay, moving on. We'll go [Music] into committees, Glasby delegate and CIS one. We'll start with committees. So per policy 0155 the president appoints the committees and so I will ask if you will accept the appointment. What I'd like to see is Matt and Morgan on finance. Both of you have strong financial backgrounds and advocated for that during the campaign. So I think that would be natural that has done an amazing job with it so far. So for the last year and knowing that we're going to have a transition in the business off would be amazing to have you still there. So if you two would accept. Sure. And then Chris Hegland and Pat McNelte for policy. You accept. Yes. I would
008accept one second. Okay. CIS one representative. So for the new members on the board, the CISA one is like a shared services position for all the different districts and you would have a person that would go and represent the district for that group. Do you want to give kind of an overview of what it was and how much it was? No, it was one meeting that you really had to be part of. You're all part of the email chain and from then on out schools you see someone for some educational things uh and services with teachers trained u but the media is really just a get to know other districts. Uh we vote as a in the same district as arrowhead you vote for nomination or for a group leader and they for what for
009your group leader for this area. So unlike most schools, they have their own vote. Ours is a combined vote with all the future schools as well. So um it's a little bit different there. We can help put their board together for their and Eric. Yes, Eric was our last year. Yeah, he's really good. He's really good. He did a good job last year. I saw a couple presentations after. He did a really nice job. Good job. Does anyone have a burning desire to do that? I do not have it. I do not any any chance you know if it's been establish I do not Chris. Would you like to continue it depending on the days? Yes, I can. I just remember coming up really soon. Okay. So, double check it. Okay. Because I believe we
010do have to have physical presence for that, right? And we switch around last year. That's what it was. Yeah. So hopefully if if we run into an issue, if the meeting is not before the 19th, we can always switch it up on the 19th. Let's just figure it out and see what Yeah. See what the date is. Okay. Uh 521. So that's last 521. No, that was last year. So I don't have this. Okay. Well, we'll leave it as Chris for now. And if there isn't conflict, we if worst case scenario we have to reassign a new person, we can't call a special meeting. We'll do a virtual quick meeting to just assign new person. Okay. And then the last position is the on there is the was the delegate. We can do that but
011at the moment that contract is not renewed after June. So the person would be in name for between now through June the board takes different action to remain or continue the membership within the WSB. And what does that delegate do? So the delegate position uh I kind of adopted it last year from I think it was Amy Arbury had it and you go to the you go to the main meeting at the state uh convention in January and you vote on resolutions. So let's talk about that. Yeah, there's there's policy and that is so it's kind of weird because I I was in two different kinds. There's the policy and resolution committee that reads all the resolutions submitted through the WB throughout the year and then they whittle them down to make sure they're relevant
012for the assembly and then districts send their delegate or have the option for the delegate to go boards would vote ahead of time on resolutions to support or not support and then that delegate goes and votes for the district for the WSB and then the outcome of that is the WB will lobby for whatever the outcome is that the delegates decide. But this is a move point since we're not you didn't want to be in it anymore. Well, we voted in the last session to remove oursel or not remove but to not renew our contract for the upcoming year. We're still technically members through I believe it's June, right? Even through June. So, we could have it to have somebody in name in place, but it's it's it's really irrelevant at this moment. So I
013just say we comes up. Okay, I'm good with that. Okay, that takes care of number six. Moving on to the board calendar. Amy, I'm imagining you guys put that together for us and it's all consistent. I did review. It's all the same. It's the third day each month. Does the board have a problem with that or is that okay again for the new year? Um, can I make a motion to reschedule January so it's not on a school a non-school day this year you guys rescheduled it. So December 15th January 19th I thought you said sorry I [Music] That's that's right. So, yes, you can. Do you need to restate it? Do we have to do a formal motion on something like this? Uh we you uh yes we should because we have a pending
014we have a pending attached meeting minutes or meeting date scheduled. So we should should have a motion to do move it forward today. Yeah. I motion to move the Monday January 19th 2026 meeting to Tuesday January 20th 2026. Second. you kind of help keep. All right, we're in discussion. I'd like to motion to amend the motion to the 21st and substitute it to the 21st. I have a obligation on Tuesday evenings that I can't make. I'll second that one. [Music] Any discussion on that? All right. The motion on the floor is to amend the first motion to move the school board date from the 20th to the 21st. All those in favor? I I the motion is amended to now vote on moving the meeting to the 21st there. Uh I think discussion is there
015any last discussion? You don't see I'm sorry. Okay. Hearing [Music] none. All those in favor I I so the just the meeting for regularly scheduled for January 19th 2026 has been moved to Wednesday January 24th just one Did we approve? No, we just I think we just the motion was moved that date. So if we want to approve the whole thing, we need a motion to approve the whole thing. Motion to approve the 256 board amended. Second. Any discussion? Okay, hearing none. All those in favor? I motion carries to approve the modified 23 board meeting calendar. Well, that's approved. What's What's the June meeting isn't out there. What's What's our June date? This is next year. So, this year is June 16. That's what's on the website. You're asking for this June. Yeah. Like, two
016months or whatever. Yeah. I don't want to get I still All right. Go back to really hard to try to get rid of old clerk duties. All right. Now we go into the discussion on the 2526 open enrollment seats. I'm guessing that will be presented by anyone. Well, um Marine is here to help answer any questions. already actually open but you will see as your attachment um what we have moved for open roll seats um in the blue header column you will see the applications we received um so anyone um that fits within that proposed number and the applications received will receive information from marine that they have been accepted. Um, anyone who is over that number um will go on a wait list. Clarify every year if they're on file every year. They do
017not have to file every year. Moren, do you want to speak to No, they only have to file. That's the way our district have it. So once they're in, they're in until they leave. What's the number? And what about out? Well, same with that. Once they open out, they are open and roll out. Unless if like WA I know WA when you move from school to school, they do make you open and enroll again. But um we don't I mean anybody who goes out we automatically let them go because we can't open them. What what are we asked to approve? Like for example, fourth grade advertise five seats. It looks like we have six applications. Is it a suggestion that we only send out five accepts or can we accept six at this time? You
018can only approve what was approved by the board. But um Marine, do you want to explain the process for those that are over that number? Yes. So what happens is um we will do a lottery on that and we do give um we do give preference to kids that have facility here already. It's not a guarantee when they open enroll but um if there is somebody that has an IEP, you do not have any special education seats. So they will automatically get um denied. But for anybody over the amount of um so we have five seats and we have six kids. So, five five will get an automatic approval and then the other one will get um put on a wait list and then um if the board decides to take more students then July
0191st we can send out an approval to that person or once the five um the first set says either yes or no. So if somebody says somebody says no, then I can send that that one out. I get that. If tonight we said, "Hey, one more kid. Can we just kids yeses till all six?" You still have to wait until July because we already put the seats out. So you can't you can't extend your seats until July. You can extend them tonight, but you cannot give them out until July 1st. Can we extend them at a later date? So if we decide we just say, "Yep, hold everybody up to the capital except tonight." Could we come back in two weeks when we find out that, you know, we didn't get enough? You're better off
020doing it now because if you do that, then a a message has a a letter has to go out to them saying we have no weight. The only way I look at it is like the 4K we advertised for five seats, we got 14, right? And like those are kids, they start here at 4K. They're more likely to stick here through 5K and through the first. I'd love to extend that given that we asked for 20 in kindergarten at four. So is there like teacher movement you could do to fill those seats and open another 4K class? Well, our 4K enrollment is low, so you could take all of them. You can't tell them until correct because we only approved five. But if somebody would call, you know, they know they're on the wait list.
021So, chances are I what I always say is if you're on a wait list, we have never turned anybody away. If they would call me, are we do we know if we went back because right now we only have two 4K teachers that are doing the twos. Um, we have five sessions for classes. Am I saying that right? So, because it's morning, afternoon, Yeah. Okay. That's right. We only have one. Okay. And are we going to three and three? No. So it was four for this year. We moved it to four and a half hoping that our enrollment will go up. Okay. So it's only four and a half. It's always been four and a half for a while now. We dropped it this year because numbers were so low. Yeah. This year we're only
022at four. I just don't see any spot where accepting extra. It looks like one extra kid in fourth grade. three in sixth grade, two in seven, if I'm following this correctly. Um, yeah, I don't see a reason not to try to get those five extra gigs or whatever number. So, I'm curious if the like if we're listed on number the first column, does that mean that's like their first choice they want? you can assume that. Okay. So, I mean, there's a lot of the sixth graders that have other schools have other schools first. So, chances are they'll say no. So, the reason I always the reason I always ask uh Amy or Tina or who's ever in those positions to bring up a meeting right away is because the sooner you get the letters out,
023the sooner they are to say, "Yes, I I want you. I want to come to your school. Sure. So, um you just never know. They can pick up to three schools. Okay. So, it does you assume that because they put your you first, you assume you're first, but that doesn't necessarily mean you are. And it doesn't necessarily mean you're third if you're the third one on the list. So the action tonight would be one approve up to the cap and two if we want to open up additional seats to authorize that somehow. Well, you've already approved the cap. The cap's already approved. So we wouldn't be able to accept more until they said July. No, you can accept them tonight. No, no, the cap up to the cap. But if we No. No. So tonight
024what you're really doing is so so when you set set the seats in January at the January board meeting this is the seats we can I can send letters to and say you are definitely we have accepted you correct? So tonight what you need to do is say we're going to open as many seats as we can get so that I can send the rest of them a letter stating you are on a wait list your weight list. Okay. And in my position, I would suggest you do that because we do have enough space. And are the classes right sized to accept those? Yes. Especially after 12 years. Okay. I I just worry that if we get to that point, just a couple too many have to open up another class, then it's Yeah, I
025don't know that we're at that point right now. Yeah, not right now. No, especially because our 4K especi I would think it'd be more at our 4K level and our 4K is low. Okay. So, at least Okay. even with the kindergarten um having that bigger number. Moren did tell me we do have some more in district kindergarten staff or students. So that will close that gap as well. Okay, that was a question I had for the right size of the classrooms if it was going to push us over to fresh. Okay. Any further discussion or questions on the open enrollment seats? If not, would anyone like to make a motion for board status on open seats? Um I'll make a motion to approve the applications received. There you go. That's sufficient. Sure. Perfect. I will
026All right, we have a motion on the floor to approve the open enrollment applications received. Is there any discussion on that motion? Hearing none. All those in favor? I I motion carries to approve received applications for the Okay, we're on to the 25 26 employee benefits. Yes. So, we have Matt and Dave here from Cunningham Butler. So, earlier in the year, the board approved um changing brokers. They have done some great research and some plan design for us that Matt is going to present on. Nice. Can everyone hear me? All right. Sure can. Okay, cool. Um, Matt Chen, uh, VP at K Butler, alumnus of Harlem. Uh, so it's good to be back in. So, um, got a presentation here. David Miller is a client consultant here on the team as well. So, he and
027I, and then too many to count back in the home office, um, really helped put some of this stuff together. We did a lot of work over the last, uh, couple months on this. So, got a bit of a presentation. Um, I know that went out beforehand. I'm assuming you went through or some of you went through some of this. Uh, really, you know, meant to be. If you have any questions, please, you pause, pause me, ask away, do my best to answer everything that that comes up, but I think we have a pretty decent story to to tell. So number one is when we met in November I believe of last year um and then when the decision was made the conversations between Amy Tina Becca it was really some of these fold of
028what you wanted to accomplish with the healthcare uh one of it was manage the benefit spend in lie of the overall projected budget shortfall. So understanding that there were financial pressures that we're going to hit the district and operate the benefit plan to assist um more with that in mind. Uh the second one was to implement some sort of technology that's going to increase the efficiency for the business office or the people who operate the health plan at no or limited financial impact to the district. As of now, enrollment is done via Google Docs and paper. So all that uh any changes that people make it's on Google docs and paper and everything is individually sent to the different carriers looking for a way to enhance that. Third was to enhance the communication piece on
029how people are presented the benefits um in which manners they're presented and then maintain or where we could enhance the overall benefit package by looking at different opportunities that are there. So, those were the four main goals that we took. Um, in terms of what we looked at and tried to accomplish on the medical plan, we did a full marketing effort. Every insurance carrier, fully insured, self-funded, um, HMO verse large PO network. We looked at and we narrowed it down through conversations with Amy, Tina, and Becca um in terms of what was least disruptive to potential people and then what the overall cost impact might be to essentially four options. Now, there were close to a dozen different options that we looked at. Uh but these were the four that kind of made the final
030cut. Um, so the three that you can see up top is really around United Healthcare. So there's the option of renewing with the current United Healthcare plans, the plans that you have currently offered to your population um, with no change to the plan design outside of what the IRS dictated on the HSC. Option two is to renew under the UHC umbrella but with a plan design change uh which would be somewhat impactful to the members uh who were involved on that plan. And then the third one was to renew with UHC but utilize a different style of network which they call Nexus. Uh the Nexus acco is what UHC offers this um and that would have some disruption as well. I go into more detail later on. And then the fourth one is the most
031I wouldn't say intriguing, but it's one that we all felt that had to be brought to the board's attention, which was network health. Now, what's not listed on here is the fact that we really took a look at the Anthems, the WPS's, Santivo, which I know a lot of the theater districts look to go to. Uh we looked at Dean, we looked at Ports, which are these HMOs based out of Madison that have come further east. Uh so we've looked at several of these different options. What we looked at obviously was cost of the district as well as employees, the provider network, so the docs that and hospitals that people can go to and then what the plan designs are. So there's a lot of information here. Essentially what we have in front is four
032options and they go in the order that we talked about. So the first one was the UHC renew as UHC initially came out with an 18% renew. Through negotiations and some other conversations we were able to get them down to about 12 1.5%. For context overall medical trend especially in this part of the state is around 10%. They'll say anywhere between 9 and 11% for this upcoming year. There's a lot of reasons for that. So 12.5% is what UHC came down to. That would be an increase when you include employee and employer contributions of about $266,000 just on that plan, assuming no plan design changes. Option two is renew with a different UHC plan. What this would do is it would increase the HSA co insurance on the HSA plan from 10% to 20%. And
033then out of pocket maximums for the employees who are on that plan would also look to increase by $500 for a single, $1,000 for a family. That overall increase would go from 12.5% down to 10.1 is what that option would look like. The third option is renewing with UHC, but under the Nexus network. Now, this creates some a lot a little more disruption than the previous one. And you can see in the chart that's below there, it would create multiple tiers. So there's an element of confusion that sometimes happens with that where right now your people are used to as with many employers to have an in network panel of providers and an out of panel of providers. What Nexus does is it attempts to have essentially two separate in network and out of network.
034So it becomes a three tier system. So you will have multiple tiers for the HSA plan and the H and the regular traditional plan. But tier one which would be considerate your lowest cost share tier would exclude ProHealth and Prohealth is a very large um uh network or a provider system that your members use. So there would be some disruption. There will also be pricing differences between tier one and tier two even though they're both king network which I've seen lead to some confusion of saying my docs in network why am I paying more than this tier one that though comes out to a and there's some other stuff too we can talk into but um it may force members to change pro change their providers it may say hey you were with pro health
035elf now you should go to medical college ora or some place like So there is some changes that happen to that, but the overall cost of that is about a 1% increase or about $23,000. The fourth option is probably the most not probably, it's definitely the most impactful and that is network health plan. So network health plan is a 14% reduction over current. Okay. Now what network health plan is, it's an insurance company that is owned by medical college of Wisconsin and Frederick. So what they do is very similar to what a lot of Madison insurance companies do. They have in network benefits to their own providers and exclude the other providers. So this would tear and this would drive many people away from the auroras and away from the pro house just to freigher
036and medical college. There is a transitionary period that would allow some people to continue to go to those providers that would eventually be excluded. But the overall stated goal of network health plan and I think it's important to be transparent on this is to eventually get the entire population to go to Freigher Medical College in Wisconsin as their primary care and for all their care. So there is a range of least disruptive to most disruptive that are on here. Any question on this so far? Does the network health include children's since Okay. So it's all three of them. Always will include children's most you know areas that have a children's hospital are not going to have an exclusion. Even if you are in dean in Madison and the children's hospital there is actually connected to
037W hospital Dean will still be able to have access to children. I think for context the thing that we wanted to add here was a chart that kind of showed where your people were actually going for K. So what you'll see is this orange area that is current freighters and then purple is Aurora and green is everything else. And you can see to the chart to the left the largest dollar amount is prohealth at $261,000 paid. That's really where the majority of your people are already going. So again, least disruptive to most disruptive. the prohealth piece and the uh the freigher piece or sorry the prohealth piece and the aurora piece those are probably the most common um if you look at this chart of where the people are going questions on this just curious
038why it looks like bigger dollar why why is it why is it green why does Aurora get its own color console. It's just choice of authorship or is there something choice of authorship? Okay. Yeah. So, I mean it was we Yeah, it was essentially just choice of authorship doing this because it's really the two main Aurora and Freigher are the ones that typically tend to fight and they're the lion share of overall market share in the country or in this in this area. Got it. So, ProHealth is third. It just happens to be where you're located to be our biggest. Yeah, it just happens to be your biggest like if but if I'm looking A pro health box would be bigger than the orange box. Yes. Absolutely. Is so I don't know pro health very
039well. Is pro health so I know freigher's hospitals are two lines and then they're like um primary cares are the FMLH. [Music] Um is this just hospitals or would this be primary care? These are all locations. Okay. So does Pearl Health divide theirs out like Freigher does? So you have if it's within the core health bucket, you have the the hospitals and it's not always going to be. So you're going to have some primary care stuff and potentially some clinic stuff. All of this is really dependent on billing code. So whenever they send a billing code, there is a there is a identified billing code. Now whether or not that is associated with the particular doctor versus a location, that's that's where this falls. question for you. We're showing you costs. This is before some
040of those other potential cost. Yes. Yes. This is this is the assumption of the same people who are enrolled today maintain in the same plans and the same tiers. So it's an apples to apples as best it can be knowing that there's going to be obviously some movement with enrollments and things like that. Just to confirm that that nexus there will be a tier of crow health. There's just one that wouldn't be yes. Tier one would essentially be and Dave pulled me into this but tier one is going to be Freyer Aurora um and children's and then tier two would be pro health and some of the other standalone systems and then tier three is out of network which the United Network is 99% of all available. um you know would have some mental health
041is is usually one that's typically out of network for a lot of groups. Um ambulatory usually doesn't cover network contracts but it would be a delineation between network health plan and current sorry between prohealth and the other two systems but again pro health is your largest. So you said is it is it two to choose from or is it a tier system or when you go to system? Okay. It's a tiered system. So you could cut the cost by saying okay current one's a tier two. So let me save some cost by the tier one but not premium price. Not premium price. I think the difference between the co insurance amounts and the pocket amounts between tier one and two. Uh I don't know if we included that in here but we can get that.
042Um, can you say if it's a big number or it's a small? It's usually about a 10% uh differential, but I don't know if you can. Yeah, if you want to pull that Okay. So as we were going through this the original conversation of minimal disruption knowing what's happening uh one of the things that we talked about was you know obviously what I think what was budgeted and what we were told was a 15% overall increase so the 12% underneath the budgeted 15%. And our thought as we were having these conversations with least disruptive but then there was a strategy that we had talked about back in November that would help mitigate some of that cost increase. So the two things that we were talking about leading up to this were if what was important
043to the district in the board here was to have least amount of disruption possible then renewing as is of the 12% or 12 a.5% would be the least amount of disruption as well as being under what the projected budget would be. In addition to that what we thought was and one of the strategies that we had was the implementation of something called a family vantage health plan. Now, some of you were around when I presented this back in November. Um, but some of you were new. They obviously love it. Okay? They were very big fans of the family advantage. Um, but just as a reminder, what the family advantage health plan is, it's a, think of it as a spousal HR. So the deal that the district makes with a individual is saying hey you
044can still if you are currently enrolled on our plan and it's really only for the people who are currently enrolled on your plan. If they say if you are currently enrolled in our plan but you have access to another group sponsored health plan. So it's usually a spouse's health plan or if you are a dependent child it is maybe your parents health plan or something like that. It is not Medicare. It is not the individual marketplace. It's not Triricare. But if you have access and you choose to enroll into that plan, the district will pay 100% of all of your deductible co-ay and co insurance amounts. So you will essentially have a 0 deductible and 100% plan. In addition to that, we as the district are going to give $50 in payroll per member per
045month. So, if you're a family of four, it's $200 a month that we will give to you by enrolling into your spouse's plan. In 99% of cases, at 99.99, high 90% of cases, it is a spouse's plan that people enrolled into. Okay. One question, please. The the payment of deductibles, co-pays, and is that just for the employee here, or is that for everybody? It's the employee and the members of their family that they envy. Okay, so there's some, you know, a little bit of information here kind of what we talked about. There is math on why this works. If you think about a family, a family of four who's on your plan today, the total premium per month is around $2,300 per month on average, right? And then you have potentially some HSA seed. And
046if you take out even what the contributions are, you as the district are paying because they're fully insured $20,000 about, you know, per year for a family of four. So the cost to to do this to reimburse the people their deductibles, co-pays, co insuranceances to pay this bonus to administer this plan is going to be less than that $20,000. And it's a range. So the risk is minimal because if no one takes this plan, it's voluntary. If no one takes this plan, you don't pay anything. But if someone does take this plan, then what you're trading is a fixed cost to United Healthcare in exchange for a variable cost, which based on ACA rules, there's a limit as to how much those people can pay out of pocket every single year. So what this range
047does in this chart over here is an estimate on what the net net savings will be based on the number of families that would take this plan. And right now you have about you know 60 or so families or of your employees who are on some sort of family coverage. You know the unfortunate reality is not everyone's going to be truly eligible for this. If you got say six members, six families to say, "You know what? This sounds kind of good. I'm going to jump on my spouse's plan, and even though they have a $6,000 deductible, it's going to be bought down to zero." Even if by reimbursing the claims, the expected claims, and paying the bonus, that number of six comes out to about $81,000 a year for the net cost savings. So it
048would be that $260,000 that we talked about earlier on to renew AS is by getting six members that drops down by 80 grand. So you're we're down you know pretty significant amount and it's not at the expense of you know higher deductibles or higher cost share or higher co-pays or narrower networks or things like that. So we've run this with several different districts and on average and not just districts but employers in the public sector and really we created it because of the public sector because for years everyone who had a chance to jump on a public sector school district plan they did right and you just ensured way more people than the average group that was 100 employees. So what their numbers are for our for our analysis our numbers really come out to
049the net net savings on this is between 9,000 and $11,000 per person per family per year that takes advantage of this fun. Okay. So we looked at it in twofold. It was the continuation of what you currently have. In addition to that it was offering this voluntary program that people could take advantage of. And if they took advantage of it, the reward that they would get would be no deductibles, no coays, no insurance. Everything every time they go to the doctor, they'd have a debit card or they would pay directly personally. What was that? That's only for the single person. Correct. No, it's for if I'm a family of four, my whole family would get it. So if I if I was in if I was a if I was an employee here and I
050got three kids at home and a wife and I you know my kids love the emergency and if I if I moved to my wife's plan brought my whole family here my wife and all five of us all our deductibles co insurance co-ay all of it would be paid because there is ACA limits as to what the maximum out of pockets are per year for a single and for a family right so whether or I have a family of five or I have a family of 15, my limit is still what it is. And there's also there's also options that if in in Matt's case, let's say his wife's employer says you can come over and the kids can come over, but Matt can't because you have insurance, we can just take the the spouse
051or the children over. Yep. If there's a working spouse provision or a spouse a part that the other employer has, it says, "Hey, Matt, because you have coverage to your employer, you are not eligible for our coverage." Okay, I can move all my my kids and my wife over there. And then they get the advantage of that. What does that do for your $50? So, I'm four instead of five. Okay, that's a perfect case $200 a month. And you had said that not everyone truly qualifies. Is it like what what did you mean by that? So what so you're going to have some situations where maybe it's a single person who's 28 years old, right? And they don't have another employer sponsored plan that they can. They're not they're not going to qualify for that.
052And you're maybe going to have some person who could enroll uh but is currently waving your plan and is already on their spouse's plan. Well, they've already made kind of the decision at some point to be like, "Hey, we would rather have this plan than the lakeside plan." So, they wouldn't. So, if you've never had the insurance here and your family, the qualification is you have to be and the language that we use is specific, you have to be enrolled on the Heartland website for at least 9 months preceding the the open enrollment date. Now what could happen and what has happened is people will join for one year to bounce back the cost the savings on this far outweighs some of the cost right that additional cost because your cost you're eventually losing you're
053losing the cost insurance that second year y yeah then we also anticipate with a plan like this it is something very different and sometimes that takes repetition of hearing it, talking to people who have had it. We anticipate each year for that percentage of people that enroll in it to increase. So I have a district who's going on their fourth year. They're starting open enrollment in couple weeks. So we'll know what that number is, but I suspect it's going to be higher. But just they're about a thousand eligible uh eligible or thousand enrolled in right. Um first year we got 37, then we got 82, then we got 127, we'll probably 180 before too long and it's voluntary. So outside of the other ways to do this right are spousal search charges which don't feel
054good right plan design change network change el dependent eligibility audits like a lot of those don't feel good. This is one of the rare circumstances where the person is actually well I can do nothing and say what I have or I can do this and save some money questions on that. So again going back to the initial what we heard as the goals of we're going through a difficult financial setting. We want minimal disruption to the employees and we want to enhance benefits where at all possible. This in our opinion accomplishes those things. But I have a question on the the cheapest option network health thing. Like I just what makes what makes Freigher so much cheaper than Proell or Aurora? Is this something where they because it's I mean it's 2.4 to 1.8. It's
05525% less, right? Is this something where they get you in and then they jack you know you get everybody to switch to now all my doctors are freigher and now I got all my teachers locked in there and then they see the 20% increase in two years. I don't want I don't understand how it can be so much cheap, but what's the game there? Regards, that's okay. So, I can talk about it in a politically correct way or in my cynical way of being in this industry for 20 years. Um, so to answer your question, some of this I would say is absolutely acquisition pricing, right? where it's we want to make the transition of because employers around employees around this area are used to having full access to every system that there is right
056the dominant players for years have been United Healthcare and have been AMP throughout here and even you know WPS to some extent when they were still in the group insurance business some extent all the self-funded groups were really about we need to have choice for everybody because employers did not want to force you have to go here, not here. Now you go 70 miles to the west, it's a completely different story because it is employer, it's hospital owned insurance companies, which is what network health plan is. So there's a couple things that happen. Number one is they kind of hold on to the risk. So they give themselves the best pricing. So if they look at, you know, it's called a chargemaster. If you're a, you know, freighter, they're going to give the best commercial
057pricing to themselves because they're not going to overcharge themselves for, you know, it's money that's staying in house. And then the rest of it is, it's going to cost a little bit more if you're going through an healthare plan because they're negotiating um and and those other entities have to make a profit. Whereas network health plan like a lot of HMOs in the area, Mercy down in Jamesville is notorious for this which they use the insurance as an avenue to get people into the system because that's ultimately what hospitals want. It's kind of like the tail wagon. It's like wholesale person. Yeah. Okay. Now the idea potential is because I I see this with some of the other HMOs and I'm not going to put this on network health plans. talking about the HMOs in
058the other parts of the state which are present right like you have courts you have you know security you have you have Dean you have GHC you have all these when you get people there they know the disruption to move away from there it's it's not as easy as going from Anthem to United okay so the idea that yes potentially you know you start seeing this tick up a bit the other thing that they want is what all hospitals is, and if this is too much inside baseball, let me know. But what hospitals ultimately want is they want specialist care. They lose money on Medicare and Medicaid. They lose money on uninsure. They have each primary care doc. There's a shortage of primary care docs and each doc has 2500 patients and they get seven
059minutes, you know, appointment with each of the, you know, per day, right? You get seven minutes to do your PCP. Where they make their money is on the specialist visits like your DMS, your surgeries, your ortho, the oncology, the transplant. Like that's where the profitability that shepherds its way through the entire system comes from. So if they can have a captive group that anytime you have a orthopedic surgery that that $50,000 or $75,000 stayed within there and it's not being shot to well you know maybe maybe Aurora Summit's got a better price or maybe orthopedic um associates of Wisconsin offer price so it makes it captive audience which is kind of what they ultimately want. Does that answer your question? No, it totally does. I mean, basically, they're locking you into their network. You are
060at risk for a price increase down the road, at which point all your employees have theoretically bought into a system that you know now you now change disruption if you move away from that five years and then they get the premium pricing on the higher higher quality holiday higher price services. And it's not to say that that reality has not been the case for the last 25 years, which is one of the reasons why big trends in employer sponsor health plan has been looking at self-funding care navigation, um stop-loss captives, when you have the ability to understand which system we're going to go to, direct primary care, uh those types of things to get out of the system. Um but it's not as easy as it was and the dollar amounts are huge. Um, and
061that's one of the things that we've found is that is a is a much heavier lift than it incenting people for your right and but both both are needed if you're controlling cost when they I guess they have some is it like Medicare Advantage which kind of place a kind of a perhead charge for folks. It's the same idea with the network health, right? I mean, they think if they control your whole health, they can offer you better theoretically offer you better outcomes. Yeah. Um, can they drive down your health lifetime health? I mean, that that was the the history of healthcare, right, was was, hey, we're going to have everything for free, right? You're going to have no deductibles, no co-pays. This is your health insurance. You can go to the doctor whenever you
062want. What did Americans do with free healthcare? They just didn't go to the doctor. So then costs went up and they go, we employers like we can't handle this cost increase. Now we're going to have to charge premiums for it. Now we're going to have to charge deductibles and co-pays for this. And then they started going, well, what if we did an HMO instead of a broad network? We're just going to narrow this network down and we're going to make it free and we're going to make primary care free and what Americans do with free primary care. They didn't go to the doctor. So health's got health got worse and now it just is there's a lot of these factors that go along with it. the Medicare Advantage piece is that's a that's an offline
063story. Um, I like the idea, but essentially it's a hydraulic system where the more they can control spend and cost on Medicare Advantage, then the higher commercial reimbursements have to get, which is right now what Medicare pays versus what commercial payers pay in state of Wisconsin is a difference about 315%. So that's that's part of why I wanted to. All right. Um there was also a question before that you wanted me to look up about um tier one and tier two. Yes. Tier one, tier two with the Nexus program. And I should put my reading glasses. Don't laugh. Sorry. Okay. The co insurance uh for tier one is actually 0% but tier two is 30%. Okay. So, of every large bill, they're going to be paying 30%. Um, out of pocket maximums from current are
0644,000 for single, 8,000 for family. They would go to 6,000 and 12,000 for either uh for either tier tier two. And what is that? Which what numbers you just That was that was the nexus. So, that was this Nexus acco that would be the three tier. If you if we did something like that, we just basically be wiping out the raises we just gave the teachers and pushing them over to paying health insurance cost if they stay for a while. Absolutely. Yeah. Thank you. Okay. The second half of this is on the non-medical side, which if you thought health insurance was boring, non-medical is going to going can going to put you to sleep. Uh but I think we have we have a good story. Any questions on the family advantage health plan or any
065questions on the the renewal or the the UHC options? So you have a good understanding of that. Okay. So um the non-medical lines and when I say non-medical lines what I'm talking about here is dental, vision, life insurance, disability insurance and the work site products which were accident critical illness. So when we were hired, one of the things we noticed was you had a lot of different carriers um that were handling these and usually a lot of them are consolidated to one if not two carriers. You were using MetLife, Delta, Mutual, NIS uh or sorry you were using standard NIS, Delta Dental um among the the carriers of these various ideas or not ideas policies. So, one of the things that we wanted to do was take a look at the potential consolidation of these
066plans to see if there was cost savings or a way to improve benefits as well as using it as a as a springboard to get the third part of what we wanted to accomplish which was increased efficiency for the business office in place. So, we went to several carriers, went to MetLife, Delta, Mutual of Omaha, um, and looked at what the particular options are. So, I don't know if you can see this. So, what we did, the column to the left is current. The second one in shows what the renewal was. And then we have kind of our final two of what we saw as Metife and Utah. So what the way to look at this is the top portion is your employer paid portion. This is what you pay on behalf of your employees.
067So $24,000 a year for your base life insurance, $19,000 a year for your employer provided long-term disability, $118,000 a year for dental for a total of 162,000. So the top is an employer contributed. That's money that's coming out of the district. The second column is what the voluntary lines. These are what the the employees pay on a voluntary basis for coverages like short-term disability, vision accident, hospital indemnity, critical illness, and then give kind of an average of what this comes out to. So, the way we're looking at this is your employer paid. If you would have stayed as is with the same carriers and the same um benefits, you would have gone up cost would have gone up about $6,000. Okay, Met Life, that total was going to go from $168,000 and $162 current to
068$132,000. So essentially the same benefit and it' be $30,000 less for the district. Okay. And that is on those three lines of coverage, base life, employer sponsored LTD and debt. So we looked at Mutual Omaha with Delta Dental as well. Delta Bell stayed as is at 124,000, but Mutual Omaha was able to get better pricing on base and base light and LTD for a total of almost $17,000 under current. Okay, so opportunities here the average cost and the voluntary piece of it was is going to see an increase. So we saw the renewal with NIS standard, Delta Dentl, UHC who had the vision that was going to go on average. People were spending $14 a month. That was going to go to or 1444. That was going to go to 1458, sorry, a week. Um
0691458. The cost for the plans that we quoted would go up to about $23 a week. So difference of $8.5 for your average employee. We'll get into why that is. So there's a couple of them, hospital indemnity that went up. Big one that came up is the voluntary short-term disability, but the rest of them are around market. So it's coming to about $23. We highlighted this because we think Metife is is the one that we would recommend. What comes along with Metife is Metife one is able to give us the district about five grand a year in an ongoing benefits administration system. So if you've heard of like ADP, you've heard of Payloity, you've heard of these payroll systems. When you go through open enrollment, it is a single sign on self-service that houses all
070employees information, what they're enrolled in, their dependent information. You can make the changes, you can make one change and it'll send that information out to all the different carriers. So instead of Becca and Amy and Tina having to go, here's got the report we have to send to Metife or Metife Delta. Here's a report we have to send to UHC. Here's a report we have to send to NIS. It is all done seamlessly and it also helps out with things like your 1095s, which can be a pain in the butt. They will give you also $1,500 in a onetime system credit to get it up and running. So, first year is going to be about $6,500. Ongoing will be an additional $5,000, which is going to cover pretty much the entire cost of the system.
071So, there's no additional cost of the system for the district. In addition, because you have this system, you're now able to offer a voluntary life insurance program, which you couldn't really do before because of the complexities of managing the voluntary life insurance program without benefit system because voluntary life insurance programs have age change requirements and income change requirements. It was nearly impossible to do on the Google sheet. So, as we looked at this, we said net cost for year 1, net cost for tier 2 or year two go from $168,000 to 125 and 127 respectively by going to Metife. The one change would be what some of the weekly average costs are. And again, average is average um on some of these voluntary sites. And I have some detail on that because I think that
072there are some enhancements that even though it costs more, there's a better product for the employees. Questions on this so far? Just a quoted um your top line there. Is that potential or is that our current usage? That is premium. So that is what is out the door right now. you paid $162,000 for your for the dental the base life and the employer sponsored LTV but if you went to Metife that number would go to 132 based on the same enrollment that you have and that is based on total headcount because your payments are all eligible it's not well we had this many people sign up for they automatically thank you question for you yeah on the average you said yes that the average as applied to all employees or average ones that take advantage
073of that option all employees. It's it's an average of the the the or existing employee pay. It's the average of all employees. So, it's saying here's what your employee here's your total um uh census of employees and if they all enrolled on this given their current age, this is what that would be. It's not saying that, you know, if 50 out of the 100 take advantage of those things, that's not what the cost would be. It would be of all 100. Well, and but this is a this is not a prem. This is just saying an average person. If I were the average age with the average income here, I would expect to pay $23 a week if I got all of these coverages. But I don't have to choose all or any of these
074coverages if I don't want. And is it coming? I don't remember if it's coming later. Did you do any analysis based off of what employees are purchasing? Now, there is a big one that and we do have that information to show like um and I don't know if I included it in here, but we do have that information. There's a big one that I think is worth discussion on the short-term disability, which is a voluntary short-term dis. Sorry. Okay. So, there's some minor changes. So, this doesn't always come with uh hey, this is apples to apples, right? So there's some minor changes on the the dental plan. So one of the things that has come up on the dental plan is obviously you have a very very rich dental plan because there's no deductible and
075it's 100% coverage for all types one two and three which is your you know basic to your major to your big um major or basic diagnostic and inter major services. uh you have an orthodontic benefit and you have a plan annual maximum of $1,000. So the most the benefit the plan will pay is $1,000. So if someone had $4,000 in in dental care, the most that Delta would pay out is a thousand. Okay? And an employee would be on hook for the other three. Right? So there's some readjustments to this one is an introduction of a small deductible. Small deductible annual means $25 for a single, $75 for a family. Okay. So, anyone who is familiar with employer um private employer dental plans knows that this is still very very rich, a small uh $25,
076$75 deductible. Okay. Once that deductible is hit, it's it's hit a and then type one is still 100%. But type two and type three start having a little more cost share to it. So type two and type three is the plan will take 80% of type two 50% of type three includes orthodont service but one of the big changes on this is the plan annual maximum will go up from a,000 to500. So your high utilizers will get a much will get $500 more in dental care per person than they did previously. So although they may have to share in some, you know, billing throughout the course of the year, they have the ability to get more in dental coverage than they had previously with. Does that make sense? So it's a little bit of a
077give and take. What are the tier one to type one to improve? Type one is like cleanings. Um, type two is like uh endodontics, parodontics. Um, type three is like crowns and bridges. So, basically, you're telling us that $8 a week employees would have to pay more on average, at least on the dental piece, would could lead to 500 bucks more. So this is not tied to the $8 a week. This is the dental plan which is 100% paid by the district. So that you're paying $118,000 a year right now. That would go to 106. So the employees don't pay a premium for this. They get it for free. I get that. But it's a way to justify that. Yes. It's a way to just I mean if you're saying you're telling people 32 bucks
078more your co out of pocket for your share if you got 500 bucks more of dental benefits. If if you ever get any type three service it's going to be probably $3,000 2,000 even just use 2,000 under the current plan. They're only going to pay $1,000. Under the new plan they're going to pay $1,500 of it. So, anybody who drops down to that tier three where it looks, oh god, they're going from 100% coverage down to 50%. Because of the increase in the annual max, it's going to actually benefit. I I like the way you're thinking about it in terms of the entire package, right? Like, yes, this might cost a little bit more, but here's some opportunity where it's going to it's going to give back to you a little bit. And there's some
079other elements that I think that if you choose to go this route that you can still tick on and add more to. Yes, it may cost you a little bit more, but you get just you look at the ages. Is that how old a dependent can be on there? Is that it? What's the age limit there? A no age limit is for orthodox. So, right now the age limit is you can't get kid braces if they're over 19. This goes to 26. [Music] Going back to that $8 weekly, is that a dial? Like, so you're saying $30,000 savings to the district, $8 a week on the average for an employee. Is that a dial where if we decided to pay more as a district and so that out of pocket the savings us goes from
08030 to 20 is a dial. And you you can you switch that between reduce the employer's portion of their payment. Does that impact pricing? It's going to impact pricing because the OCI tries to have where insurance companies who offer multiple different lines don't go we're going to take profit from here to reduce profit or reduce expense here. the fact that these are voluntary versus employed or paid creates a bit of a dynamic um change of it. But I think it's not simply it's not it's not as simple. It's not as simple. I think I think the thing to keep in mind is that I feel like very very few and maybe Amy would know this of how many people actually enroll in every single line of coverage that you have because that $8 is only
081going to impact the people who are enrolled in every single they said yes to all of so and the biggest one's the voluntary short-term and the biggest one is the voluntary short-term disability which I think that's got a great story. So we'll get to vision. Vision is very very similar, right? The plan designs are very similar. Vision insurance doesn't change too much from from place to place. Um the only difference here is the rate guarantee is for four years there'd be no rate change for four years. And then for frames it's every 24 months there's 12, but it's about a $2,000 20% 19% difference um on this. This is voluntary. Um, people supplement this a lot with their flexible spending accounts or HSA, you know, dollars as well, but there's not a lot of change
082here. Do you have questions on vision before you get to Yeah. Um, your lenses are those contacts or for you can get them 12. So, can you get frames? Can you get glasses and contacts in the same year? No. I've never seen it. I've never seen I mean, I've never seen it either. So you're saying that one year you get lenses, one year you get frames, the next year I mean if you're going because you can't get frames every year. Sure. And there's a way also. So you can only get the frames every other year. But if your prescription changes and if you can get our lenses to fit those existing glasses, they will put them into those. So then the lenses Okay. So you're doing lenses in the glasses, not contact, right? There's lenses.
083Oh, yeah. And I guess I should have. I actually said contacts also, but contacts also would be once every 12 months, but you can't get both. You get frames every other year. You can get I I'm guessing you can get contacts frames one year, but then the next year you can get frames. That's how it's done. I'm a nurse to do that where you can get both every year cuz I can I can only get contacts or fights for like 130 bucks. Covers like nothing. Yeah, that's I mean that's that's typical. It's typical. It's typical vision. That's why designs aren't completely different. Um, you know, I'm going to bump ahead to the volunteer short-term disability. I'll go back to the wife. So, this is your voluntary short-term disability plan is within that office. NIS is
084was um probably the largest insurer of school districts for these types of coverages. They offer a really unique plan which you basically can elect in different increments what you want your insured income to be. you think of insurance protection or income protection is what short-term disability is. Now, you have sick days and and PTO vacation days and and that sort of thing that you can bank up and and teachers can bank up. But what we have here is this plan says you're going to pay or they they'll pay 66 and 2/3 of your predisability income up to a max of $1,500. um but it's incremental and you get to choose what the income is. What we found is that on average people are only insuring 33% of their income. So if you think of someone
085who's making $52,000 a year, they're making $1,000 a week. They're insuring only $300 a week. And that that's an underinsurance like point blank period. You know, not many people have that kind. Now, maybe if you were making $10,000 a week, you could live on a third of that. But if you're making $1,000 a week, getting your ring, getting $300 or $333, it's probably going to put you in a difficult spot unless you had other things. So, the difference here is with Met Life, the people who choose to have this plan, it's voluntary. It's not negotiable what your benefit is. Your benefit is 60%. To a max of $1,500. So, you're going to get 60% of your income if you go here. So, yes, it's going to cost you on average going from $6 to 10,
086which is half of that $8 change, but you're going to go from 30% income, you know, income replacement to 60. So, it's an improvement in its protection of people. So when we talk about yeah it's going up $8 and some odd cents a week. That's where the lion share that's coming from is an improvement in the book. Questions like that. Do we know how many in the district are taking advantage of voluntary short? 24 are currently enrolled. 22 to 24 have under 60% coverage and the average of those 22 is 33%. So you have people who are under this maternity. Okay. So this is what they would use to supplement. Sorry, I don't know the those of pregnant teachers this year. Um teachers are very good at banking their sick hours. Um so they try
087to get as far as they can but as Matt said um a lot of them if they wanted that higher level they have to fill out a form of evidence of insurability and they can be denied. Okay. So in this they're they're getting 60% without having to fill out that. Okay. And so this would kick in for maternity leave. Okay. Yeah. The thing about this as opposed to NIS is NIS was notorious for a couple things. One was they had these 90% income replacement plans if you kind of remember back there, but they were always taxable. They were super expensive. And the other thing they allowed was this um offsets. Offset is essentially are we going to reduce your insurance amount based on what other income you have coming in. So the offset here says,
088hey, when you max out and and play around with your your your PT sick time and this benefit time, the combination of those two is not going to exceed 100% of your predisability earnings. NIS didn't have that which meant that for a lot of other districts people would get their sick time and they get on top of that the disability and they would routinely make 150 to 160% of their predisability earnings while on a disability because they would double dip and then what ends up happening from that perspective from an insurance perspective is there's no incentive to come back to work. So a six week disability and not excluding maternity but a six week disability may magically turn into a 26 week disability because why would and what happens is it hits your MLR your
089MLR goes in your renewal and your renewal goes we lost a bunch of money so we got to increase your premium by 40%. And it's a cycle that continues. So it's a change, but it caps people out at 100%. Okay. Um basic life really not much changing on this. This is what employer pays. It's a one-time annual earnings to a max of 100,000. All of it is guaranteed issue. Um the age reduction schedule's, you know, a little bit different. It reduces at 65 as opposed to reduces uh at 70. So there little bit of a change there. Um but for the most part, it's a very very similar uh program. It just costs less than half of what what NIS was char. Is this helpful to go through all these in detail? Yes. Okay. Uh
090the next one is long-term disability and this is one that the district pays for. So this dovetales because both of them are going to be on the same carrier. They dovetail and short-term disability claims managers will talk to the long-term disability claims managers. So there's a nice transition. It's not two separate systems feeding into each other. So what you have is you had a I would say somewhat unique uh benefit maximum where it was 90% income replacement uh that you were paying for that's taxable that would be to $13,500 and then that's the first 6 months and after that it drops down to the taxable 75% to 11,250. Um this kind of a little bit different because you don't have a ton of people who are going to be hitting those caps. This unmet life
091is 60% to 10,000 and Dave and Amy correct me. Is this do we this price do we gross that up or that was a conversation? It was a conversation. So right now this would be a taxable benefit but it would ensure um for people essentially up to 60% up to 10,000. You know that's it's 8:00 right now. My brain can't do math, but couple, right, is what we're is what we're looking at. Um, but it is a it's a 90-day elimination period as opposed to 60, which means that you have to be disabled for 90 days as opposed to 60, but it works with the short-term disability, which goes for the 90 days, right? So, you just this would kick in a little bit sooner. Um, we could make this a taxfree benefit by grossing
092up imputed income. That's more of a payroll function. But basically saying, hey, if I want to insure and it's going to cost me $30 a month, I'm going to pay tax on a phantom $30 a month increase so that the benefit becomes taxree. That's a different conversation, but it's one that if you wanted to extend this a little bit longer, uh, you could. Um, I don't know how much detail you want me to go into this, but again, this is again more savings. You're covering insuring 60% of people's income up to $10,000 of benefit per month. Questions? All right, I'm not going to go through all of these, but one of we there was some information that we couldn't find, but these are the last couple of these are your work site programs. Work site
093are accident critical illness and a hospital indemnity plans. These are like the AFLAC plans, right? So, they just they don't reimburse an expense like insurance does. They give you a set dollar amount based on what you incurred. The biggest thing about this is that you can see the benefits here are as good or better than what the standard was currently offering. The biggest change though is this very top one wellness screening benefit goes from $50 to $100. So you can get a $100 if you enroll on this by getting a wellness screen. And Dave, does dental cleanup count as a wellness screen? Oh, yes it does. So a wellness screen, thanks Dave. So a wellness screen, someone who enrolls in all this now all of a sudden can get they they automatically they're all with
094Metife. They can get $100 on the accident, $100 on a critical illness, and $100 on the hospitality plan because that's the way they have the plan set up. So right now you added $50 the the U standard was $50. Now we got $100 wellness screening benefit and then also improvement to uh service coverage. So that's the accident. We have critical illness which right now your people are capped at 20,000. Met life's cap is 50,000. Um it covers more things that you can see here in the major conditions. That's what the standard currently covers. This is what the new one covers. So, not only do people get more, but they get more things to be covered. And hospital indemnity is again daily confinement is about the same except you get instead of 15 days of hospital
095ICU, you can get 30 days of ICU, you can get 90 days of hospital confinement at $100 a clip. So, that's a lot better. Um, and again, the $100 wellness benefit is close to 75. So, enhancements all of them. And the reason we put all of these in here too is it allows Metife to pay $3.75 per employee per month to cover the cost of the employee navigator system which is going to be the lifeblood work with Skyward. It's going to be able to house all of the enrollments, make, you know, self um I think employees self-service so they can go on and enroll in the comfort of their own homes. They can do all that and it automatically feed to the different insurance carriers. Is that program like a offtheshelf kind of thing that
096can get some implemented quickly or does it take a long implementation time? We have already begun some of this process waiting for your so we plan on having this ready to go by open enroll. So here's kind of where we are. That was a lot. I told myself I only talk for about eight minutes. Uh, no. So, we have a lot of stuff that's here. Essentially, obviously, um, you know, there's a couple things that we that you probably need to approve, which is health plan, family vanish plan, what to do with Metife, employee navigator. Um, am I missing anything? I think that's it. That's what I have. Apologize for taking as long as I did, but you were asking some really good questions. What's what's your guys' role in open enrollment versus maintainance in terms
097of educating? I mean, it sounds like it's it's minimal disruption from what they currently have, but like how does enrollment work with the staff? Yep. So, our our role is a couple things. one is uh working with all the the carriers either current and potential new carriers. We have already been working with um our communications team and developing brand new communication pieces. We have a micro site ready to go that is going to be a single p single site um via QR code that will talk about all the changes. We will help build the employee navigator system. We have a benefit guide that is in final steps of approval right now. We have um things to say. Open enrollment's coming, open enrollment's here, open enrollment's ending. Uh we will help coordinate all of that. And
098if you guys want me to take a bunch of teachers time um and talk their ear off, I could uh be talked into something like that. Um but that's that's where our role that's our role. But it should honestly it should be a pretty simple um open enrollment if you know hey we stick with UHC we introduce we have things just for the family vantage health plan that are specific to the family branch health plan that is for employees and for managers if you want that um that that's the one that just seems like you know that's the new change and obviously that's material savings for us so there seems like the more we can do to educate the staff on what that looks like. Yeah. Oh, yeah. I've sent I've sent Amy and Becca
099a whole ton of communications. Dan has been a saint as we ask for more and more. Um, we are going to go meet with staff next week. Um, we have based on your decision tonight, an email ready for tomorrow to send to staff to let them know open enrollment is coming. We're coming to their buildings um Monday, Tuesday, Wednesday. we've already talked to the principles um to meet with them to go over a poweroint that Dave is helping us put together. And then if they have questions, they have a couple days to ask those questions before open enrollment actually starts. Open enrollment is about two weeks. So even if they have questions during that process, they can still reach out to any of us and then we have them as support. Um so hopefully with
100all of those things, it will go as smoothly as possible. And we've done live webinars on just the family van health plan as well that I actually have I actually have a video of it that I've given to them. They can so it's administered by a third party called BCC and they if they want to reach out directly to them they actually have contact numbers where they can call them directly. So perfect. It's clear there's a lot of thought that went into this and a lot of analysis and research to to get a good solution. appreciate all the work. So, is it looking like there has to be different approvals for each thing or is there a package? I think you can package it at this point. Um what I had written beforehand was that
101we would like to keep United Healthcare um with the 12.5 increase and then move vision dental and the other non-medical to Metife and then that would roll into those other pieces. Just a reminder this is actually less than what we have our initial budget for health insurance. So this is this is within budget is and and that's before family advantage and that's before Yes. So right now my budget and Chris know um it was based on a 15% increase across the board. So that's what everyone kind of saw in that um plan that I brought in April. I haven't even put some of these changes other than the 12 and a half because there will be additional savings potentially across the board. And again, it just depends on what people enroll in, which we won't
102know unfortunately until early June. And I think a important thing to point out, too, is the family advantage plan is not a one-year static enrollment. You want to have it set up where if someone's spouse doesn't go through their open enrollment until October or January 1st, that they would enroll maybe seven months from your plan and then move halfway through the year. Okay. So again, the communications will say that if you think you're interested, talk to HR, make sure you're eligible, talk to your spouse's HR department to make sure that you can move people onto their plan at this time. Like Matt said, if now we have to wait till they're open enrollment. Yep. Okay. Because it's not really a loss. It's not Yeah. Okay, that makes sense. Oh Did you read my Did you
103have another question? I did. So, for the family advantage plan, is that something that the administration would be communicating? Yes. So, part of the presentation that Dave is helping us put together at this time and his team, it does have that in there. I'm assuming there will be additional questions, which is why Dave has those other pieces. So, as people come to us, um, our presentation to the staff is obviously somewhat short because it's before school starts, but if they have additional questions, they're invited to come visit us, set up the individual appointments. We have videos and additional documents to share at that time. Also, the micro site, which we have not had in the past, will have all of this information available to you. I just wonder because I feel like that has like
104Matt said that has the biggest possibility to if people take advantage of it and a lot has to it's all on communication right communication add any cost to us to offer that the way we built it was and it's a it's a homegrown product of ours the way we built it was to have minimum um hurdle for someone to say yes to it so no one takes you pay nothing for as opposed to other cost a whole thing you get enough people in order to break. Yeah. The fees are based off of the savings. And does that become taxable income to them getting the the $50 would be a payroll bonus, right? $50 per person per month bonus. The reimbursements of deductibles, co-pays, and co- insurance would be under section 105H of the IRS code
105and therefore not subject to taxes and that would so even if they so they wouldn't use any of their money out of pocket. It go you were talking about it like a card. So they couldn't claim like FSA money. No. So, so unlike a traditional FSA or or something like that where let's say, you know, and under this plan I have a $10,000 family deductible. Yeah. Right. In a traditional HR, I would have to pay that and then wait for the bill to be reimbursed. With this program, we got rid of that. So, we have a debit card that's preloaded with the ACA maximums on it. So, when you get your DO, you can pay directly from the debit card. And that should obviously I mean if if they're not able to use the debit
106card at that time forget to use the debit card they can submit claims very simply. I'm just trying to think of any tax implication with like deductions for medical expenses and such that people might be using like that 7 and 12% deduction on their taxes but now they wouldn't have those medical expenses because we're paying them up to Yeah, you're you're they're they're having no out of now they could have they could have network they could have you know they could have things that are considered medical but not some over the counter pieces to it or something like that. This this is meant to pay 100%. Motion if there's no other discussion or questions. Yes. I'd like to make a motion to keep United Healthcare plan as presented with the 12 and a half% increase
107as well as move our vision dental and other non-med as presented to move. I'm trying to write vision dental and other non-med benefits to M as presented. All right. Right. So, we have a motion on the table for Matt to keep the AHC as the provider with the 12% increase in the new vision, dental, and other non-medical benefits has presented to Net Life. Second that. Do we need to include implementing the family advantage health plan? Essentially, you want you want to amend it? I don't I don't know. I never get it right. your book read the book you got last it depends does the motion does maybe there's a question from that let's just make a second motion to do that you may just hold on you may not need to so this is clarific
108clarification if everything was moved as stated over to MetLife is that family advantage health plan ro underneath that or that is a separate separate separate organization separate So that to answer your question, the motion would need to be amended to include that if that was the desire of some or that could be voted down in a new motion. Oh, we [Music] just motion to amend adding the family advantage health plan. Okay. Any discussion on the motion to amend the first motion to include the family advantage health plan? Hearing none. All those in favor? I I motion carried to amend the first motion to include the family advantage health plan. We are now back on the original motion which is to keep UHC as presented with 12 and a half% increase vision dental and other medical
109benefits as presented to life and include the family advantage health plan. All those in favor? I I Yes. Motion carried. Okay. We're into Baby, did you have anything else that you need from the board? No. All right. Moving on. Thank you. Thank you. Thank you. That was great stuff. Thanks. That was a big stuff. Not going to stay for the rest. You're not going to stay for the rest. Want me to opinions? All right. We're on to future meetings. Finance committee meeting originally was scheduled for May 9th. 9 a.m. There's new committee members now. Are you ready? Great. But I do have to walk with kindergarten at 9:45 to the library. So I think it's 9:45. Do you know Chris? What time the kids walk to the library? You don't know when Joe is walking?
110No. That part. Must be nice. Yeah. What time do you get here in the morning? We should go. I can be I have the dog early. So, whatever works for you. How long is your How long are the meetings rolling? Usually around an hour. Yeah. I mean 8:30. 8:30. Yeah. 8:30. So, this Friday at 8:30. Yes. Friday May 9th. PPC committee. Policy personnel and curriculum. Matt Chris. What's your um I'm flexible in the mornings. What work best? Um Tina can usually be here by 8:30 if that works. [Music] Thank you. 8:30 any day of the week besides [Music] Tuesday 14th 14 that works. So, Wednesday, May 14th at 8:30. Okay. All right. Next is the reminder of the board workshop on our next meeting May 19th starts at 5:30 and then followed by the regular
111board meeting at 6:30 p.m. Also to note there is a district-wide assembly meeting this Thursday at Arrowhead campus to discuss the collaboration of districts. There's also an educational component that will include financial 101's for districts led by Jeff Ro and then the superintendent uh Ron Russ will be presenting on the costs benefits and procedures of consolidation of districts at 6:30 p.m. Thursday night if you're invited. If you are Do you have any like email or information about that or I can forwarded to the I can Yeah, it was sent out I think Kim Schubert sent it out this morning. Oh yeah. Different boards. So I don't know if you got that forward that to you. Y just forward it out to the rest of the board. I won't be able to make that one, but
112if you guys can, it's over and I think it's going to be held on the library a room again. That's so but it'll be in it'll be in the email. So, just as a reminder that you're invited to that. Okay, we are at the do I have a motion to motion to at 8:20 p.m. Second. Motion to adjourn at 8:20 p.m. All those in favor I I made it. [Music]