[1. Meeting Opening]
[00:00:06]
>> WE WILL CALL THIS MEETING TO ORDER. PLEASE RISE FOR THE
PLEDGE OF ALLEGIANCE. >> I PLEDGE 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. >> THANK YOU. THIS EVENING, WE
[2. Information Items]
WILL ASK TIM BRODY TO PRESENT ITEM 2.>> IMPORTANT THAT WE SHARE THIS INFORMATION. THE SAME POWERPOINT FOR THE TENTATIVE AGREEMENT HERE. I JUST WANT TO MAKE SURE . THE PURPOSE OF TONIGHT'S MEETING IS TO HOLD FIVE COLLECTIVE BARGAINING HEARING BY STATUTE. WE DO HAVE TO HOLD THAT POSTED TO THE WEBSITE FOR THAT PURPOSE. JUST HITTING HIGH-LEVEL DETAILS OF THIS TENTATIVE AGREEMENT AND I DO WANT TO SAY BEFORE WE GOT STARTED, IT IS GREAT AND THE FACT THAT -- SO I APPRECIATE ALL OF THE WORK. OBVIOUSLY, EVERYONE IS WORKING IN THE BEST ENGINES OF STUDENTS. THE AGREEMENT IS POSTED ON THE WEBSITE -- ONE WE ARE ATTRIBUTING TO A HIGHLY EFFECTIVE READING AN INCREASE
IT WOULD ALLOW US TO . >> HOWEVER, THERE ARE FOLKS THATARE GRADUATING ON DECEMBER 19TH, LET'S SAY BECAUSE THEY ARE COMPLETING THE PROGRAM, WE ARE GOING TO RECOGNIZE THAT AND GIVE A STOCK IMPLEMENTATION FROM OUR SCHOOL SAYING THEY ARE GRADUATING ON DECEMBER 19TH WITH A MASTERS DEGREE IN SUCH AND SUCH. WHICH WOULD ALLOW US TO THEN AGAIN RECOGNIZE THEM IN AS WELL PART OF THE PROCESS HAS A HIGHER SCHEDULE EFFECTIVE JANUARY 1ST OF 2025. SO IN THE AGREEMENT, TEACHERS THAT CAME TO HSE THIS YEAR STARTING IN AUGUST WOULD NOT GET AN INCREASE NOR WOULD NECESSARILY AN ORDER COMES LATER BUT THE NEW HIRING SCHEDULE IS WHERE WE WOULD START FOLKS OUT IF THEY COME IN THE SECOND SEMESTER SO VERY CLEARLY LAYS OUT IF I HAVE FOUR YEARS INEXPERIENCE AND BACHELORS DEGREE, THIS IS WHERE I WOULD START. SO FOLKS CAN MAKE THAT CONNECTION AND A LOOKOUT TO GOING TO THE STARTING SALARY MOST IMPORTANTLY, NO ONE IN THAT PROCESS IS IN THE TERM GETTING JUMPED. FOLKS THAT COME NEW -- WHEN WE GO TO THE HEALTH, DENTAL, AND VISION SIDE, DECEMBER 31, WE ARE ALMOST THERE. THERE ARE NO CHANGES. INSURANCE STAYS RIGHT WHERE IT IS IN TERMS OF CONTRIBUTIONS BUT BEGINNING JANUARY 1, THERE ARE SOME SIGNIFICANT CHANGES. ONE OF THOSE LET'S START WITH VISION. DENTAL INSURANCE DID SEE A 22% INCREASE AND WHEN I SAY 22% INCREASE, THAT IS THE BENEFITS COMMITTEE THAT IS
[00:05:01]
ESTABLISHED HERE IN THE SCHOOL DISTRICT WORKING WITH OUR INSURANCE BROKER, APEX BENEFITS TO DETERMINE WHAT AN APPROPRIATE INCREASE WOULD BE. WE HAVE NOT SEEN AN INCREASE IN OUR DENTAL. ALL MEDICAL -- NOT MEDICAL -- ALL THINGS WORLD ARE INCREASING BUT CERTAINLY IN THE MEDICAL AND DENTAL SPACE THAT IS THE CASE. SO, AS THE 22% INCREASE WENT INTO PLAY, REPORTEDLY THE DISTRICT INCREASE THEIR CONTRIBUTION AT THAT 80% AND THE TEACHER WOULD BE IN CHARGE OF THE 20%. I HAVE A DIFFERENT SLIDE ON THAT THAT BREAKS THOSE NUMBERS DOWN IN A MINUTE. AS A PART OF THE HEALTH SIDE OF THIS, THIS IS THE BIGGEST CHANGE I WOULD SAY. WE WERE SEEING AN 8.5% INCREASE IN HEALTH INSURANCE COST. AGAIN, WE HAVE NOT CHANGED IN THREE YEARS. WE ARE TOLD -- THAT IS PRETTY SUBSTANTIAL. WELL, AN 8.5% INCREASE AT THE CURRENT RATES WE WERE PAYING IN THE PREVIOUS AGREEMENT WOULD BE A $1.4 MILLION COST FOR THE DISTRICT FOR THOSE NUMBERS JUST FOR THE COLLECTIVE BARGAINING AGREEMENT. LET ALONE THE MEMBERS OUTSIDE OF THAT. IT IS AROUND $2 MILLION ALL TOLD. I SHARED THAT PREVIOUSLY IN THE BUDGET PRESENTATION. SO, IN ORDER TO ALL FOLKS BUT ALSO BE COGNIZANT OF DOLLARS IN THE DISTRICT, WE CAME UP WITH A STRATEGY TO MOVE TO A FLAT RATE CONTRIBUTION FOR HEALTH INSURANCE . SIMPLY PUT, YOU SEE THE NUMBERS THERE. THIS IS WHAT THE DISTRICT WILL CONTRIBUTE TO WHATEVER PLAN THE EMPLOYEE CHOOSES TO TAKE. SO NOW, EMPLOYEES CAN BE BETTER STEWARDS OF THEIR HEALTHCARE AND DECIDE WHAT PLAN MAKES THE MOST SENSE FOR THEM. 6700 IS THE CONTRIBUTION FOR AN EMPLOYEE ONLY PLAN. THAT IS FOR PLAN ONE, THAT IS FOR PLAN TWO, OR PLAN THREE. THE SAME THING FOR THE OTHER CONTRIBUTIONS FOR EMPLOYEES SPOUSE, EMPLOYEE CHILDREN, AND THE EMPLOYEE FAMILY PLAN. WITH THAT, BECAUSE PLANNED TEARS DIFFER IN PRICE, ONCE WE GET TO THE HIGH DEDUCTIBLE PLANS, WHICH IS OUR PLAN TWO AND PLAN THREE, WE WANT TO INCENTIVIZE THAT A LITTLE BIT AND SO THE WAY THAT WE WOULD DO THAT IS WE ARE ALSO GOING TO CONTRIBUTE TO A SHSA FOR THOSE INDIVIDUALS. SO ANYONE WHO CHOOSES TO GET A HIGH DEDUCTIBLE HEALTH PLAN IN ANY OF THESE SPACES WILL HAVE A CONTRIBUTION MADE TO THEIR PERSONAL HSA AND NOT TO GO INTO A LOT OF DETAILS ABOUT EACH A FEW TIDBITS, HSA'S ARE TOTALLY PORTABLE AND BELONG TO THE EMPLOYEE SO IF WE WOULD MAKE A CONTRIBUTION AND FOR WHATEVER REASON THAT EMPLOYEE WOULD LEAVE A MONTH LATER, THAT TRAVELS WITH THEM. UNLIKE OUR 403B WHICH IS A MATCH PROGRAM.THIS IS NOT A MATCH PROGRAM. CERTAINLY, EMPLOYEES CAN CHOOSE TO PUT MONEY INTO THEIR OWN HSA BUT UP TO THIS POINT, THEY HAVE NO REQUIREMENT OTHER THAN TAKING A HIGH DEDUCTIBLE HEALTH PLAN TO GET THIS CONTRIBUTION. ONE OTHER STIPULATION THAT IS INVOLVED HERE IS WE DO HAVE SEVERAL FOLKS ON FSA'S. YOU CANNOT HAVE AN FHA AT THE SAME TIME SO FOLKS WHO DO NOT HAVE AN FSA WILL SEE THIS CONTRIBUTION MADE BY THE END OF FEBRUARY. FOLKS THAT DO HAVE AN FSA WILL SEE THE CONTRIBUTION MADE BY THE END OF SEPTEMBER. OR PLAN YOU FOR FSA'S ENDS ON AUGUST 31ST SO WE CANNOT CONTRIBUTE TO HIM FS EIGHT AND TO THAT POINT BUT THEY WILL GET THE EXACT SAME FULL AMOUNT JUST AT A DIFFERENT TIME WHEN THE IRS WOULD ALLOW US TO DO THAT.
TALKING A LITTLE BIT ABOUT PLANS AND I THINK THIS IS IMPORTANT AS WE KIND OF LEVEL SET HERE INTO TALKING ABOUT HOW THESE PLANS WORK AND COEXIST TOGETHER. SO, THE THREE PLANS WE OFFER, PLAN ONE, PLAN TO, AND PLAN THREE, PLAN THREE DOES QUALIFY AS HIGH DEDUCTIBLE HEALTH PLANS. YOU SEE THE PLANE YOU DEDUCTIBLE SO $1700 DIFFERENCE BETWEEN PLAN ONE AND PLAN TWO. $2400 DIFFERENCE BETWEEN PLAN ONE IMPLANTABLE FOR FAMILY BUT INTERESTINGLY, THE MAX OUT-OF-POCKET FOR THESE TWO PLANS IS ACTUALLY THE SAME FOR AN INDIVIDUAL. SO THAT IS INTERESTING. SO, THE EXPOSURE UNDER A PPO PLAN, THE WORST MEDICAL SITUATION, IS $4000. THE SAME THING IN PLAN TWO. AND SO, ESSENTIALLY, THE WORD EXPOSURE IS APPROPRIATE THERE.
THE EXPOSURE THEY HAVE TO COST IS EXACTLY THE SAME. FAMILY IS A LITTLE DIFFERENT. 6000 TO 8000, BUT REMEMBER IF WE GO BACK AND TAKE A FAMILY PLAN, IT IS PURPOSEFUL THAT THAT RECOMMENDATION WAS A $2000 HSA. SO, ESSENTIALLY, AND YESTER ARE SOME DIFFERENCES BETWEEN THE PLANS, THERE IS A MENTAL HEALTH COMPONENT DIFFERENT IN AND ONE IMPLANTABLE, ASCRIPTION DRUG COMPONENTS ARE DIFFERENT AND PLAN ONE IMPLANTABLE SO EVERYBODY CERTAINLY HAS TO MAKE THE DECISION THAT IS BEST FOR THEM INDIVIDUALLY, BUT THE BOTTOM LINE IS, FROM A MAX OUT-OF-POCKET , THE SAME EXISTS FOR THE INDIVIDUAL. THE FAMILY
[00:10:04]
HAS A $2000 DIFFERENCE. SO WHAT DOES THIS MEAN OR WHAT ARE THE NUTS AND BOLTS OF THIS? RIGHT?>> IF A MEMBER UNDER THIS AGREEMENT MOVED FROM PLAN ONE TODAY TO THE HSA , HIGH DEDUCTIBLE PLAN TWO ON JANUARY 1ST, THIS WOULD BE THERE DIFFERENCE IN ANNUAL PREMIUMS BROKEN DOWN BY PAY PLUS THE HSA CONTRIBUTION. I WILL CALL YOUR ATTENTION TO THE FAMILY PLAN BECAUSE OF THERE ARE A LOT OF FOLKS WHO ARE ON A FAMILY PLAN IN OUR DISTRICT. SO, SOMEONE MOVING FROM PLAN 12 PLAN TWO WOULD HAVE A DIFFERENCE IN PREMIUM OF $-5040.96. MONEY BACK IN THEIR PAYCHECK. THAT THEY ABSOLUTELY COULD PUT INTO THEIR OWN HSA AND CONTRIBUTE.
THEY COULD TAKE THAT AS MONEY INTO THEIR CHECK AND DO OTHER THINGS WITH IT, BROKEN DOWN BY PAY, THAT IS $210.04. BUT DON'T FORGET, THERE IS THAT HSA CONTRIBUTION ALONGSIDE THAT. AND I WANT TO BE CLEAR, I AM NOT SAYING THESE PLANS ARE EXACTLY THE SAME. THEY ARE NOT. BUT IN TERMS OF COVERAGE, THEY ARE. SO WE HAD QUESTIONS YESTERDAY IN A WEBINAR HOSTED FOR ALL TEACHERS LAST EVENING, HEY, IF I GET A PROCEDURE DONE, IS IT THE SAME COST AS PLAN ONE ON PLAN TWO? THE ANSWER TO THAT IS YES. DO I NEED TO GET REAUTHORIZATION ON PLAN TWO? NO. EVERYTHING IN TERMS OF SERVICE IS FOR REGULAR HEALTH PROCEDURES IS THE SAME. MENTAL HEALTH IS A LITTLE DIFFERENT.
PRESCRIPTION DRUGS ARE A LITTLE DIFFERENT BUT NO SERVICE HAS CHANGED. NO ACCESS TO NETWORK HAS CHANGED. ALL OF THAT IS THE SAME AND BY RULE, THEY HAVE TO BE IN A HIGH DEDUCTIBLE HEALTH PLAN. HERE IS JUST ONE MORE SLIDE. THIS IS IF YOU CHOOSE TO GO FROM PLAN 12 PLAN THREE, WHICH DOES HAVE A MUCH HIGHER DEDUCTIBLE BUT I WANTED DISLIKE TO BE UP THERE AS WELL.
REALISTICALLY, MOST FOLKS, I BELIEVE, WOULD MOVE FROM A PLAN ONE TO A PLAN TWO WITHIN THAT SPACE. HERE IS THE DENTAL CHANGE. AGAIN, EMPLOYEE ONLY WOULD STAY THE SAME SO IT IS A QUARTER IN 2024. IT WILL BE A QUARTER ONE TIME IN 2025.
FAMILY WOULD GO UP FROM $8.80 PER PAY TO $10.77 PER PAY. SO, I DOLLAR 97 PER PAY TIMES 24 RIGHT AROUND $48 IS THE INCREASE ANNUALLY FOR THE DENTAL COSTS. SO, THE ESTIMATED FINANCIAL COST OF THIS PRIOR TO ANY DENTAL INCREASES, SO THIS WOULD BE YOUR BASE SALARY, THE MASTERS DEGREES PAYMENTS AND INCREASING HEALTH INSURANCE COSTS IS ABOUT $2.7 MILLION. WE ARE GOING TO HAVE PEOPLE THAT WE WEREN'T AWARE OF THAT COME TO US WITH MASTERS DEGREES SO THAT COULD INCREASE. WE DON'T KNOW EXACTLY WHERE EVERYBODY WOULD LAND ON HEALTH INSURANCE.
WHAT WE DO KNOW IS IT IS A FLAT AMOUNT. THIS WAS A SNAP SHOT IN SEPTEMBER WHEN WE LOOK AT THE NUMBER AND WHAT THE COSTS WOULD BE. PEOPLE COME OFF AND ON ON HEALTH INSURANCE ON A REGULAR BASIS. SO THIS NUMBER COULD CHANGE BUT IN APPROXIMATE NUMBER WHERE EVERYTHING LANDED AT THE CONCLUSION OF THIS.
>> CAN I ASK A QUICK QUESTION ON THE?
>> OF COURSE. WHEN HE SAID THIS MADE A COMMENT THAT SAID WE DON'T KNOW THE MASTERS, IS NOT HOW WE GOT PICK UP FROM LAST TIME WHERE THERE WAS A BUDGET OF SORTS WHERE WE THOUGHT AND I AM JUST MAKING UP A NUMBER HERE, THERE WAS GOING TO BE 25 MASTERS AND IT TURNED OUT THERE WERE 37 OR SOMETHING? AND THEN WE ENDED UP HAVING TO PAY OUT MORE THAN WE THOUGHT? I AM NOT SAYING WE DON'T WANT TO PAY OUR TEACHERS, SURE, WHAT IS THE COP OR DOES IT STOP AND THEN THAT GETS ADDED INTO THE NEXT
YEAR? >> YEAH. SO, LET ME CLARIFY. WE KNOW ABOUT 50 OR 60 PEOPLE THAT ALREADY TURNED IN THEIR INFORMATION FROM THE LAST CONTRACT. THOSE, WE KNOW. WE KNOW WHAT THE COST IS. WHAT WE DON'T KNOW IS THE EXAMPLE THAT WE GIVE EARLIER OF SOMEONE GRADUATING ON DECEMBER 19TH.
THE SO IT IS A BIT OF AN UNKNOWN --
>> WEAVER WE WORK CLEAR LAST YEAR NOT TO HOLD ONTO IT AND BE REPEATED OVER AND OVER AGAIN SO I'M SURE THERE ARE SOMEONE THAT DID NOT HEAR THAT BUT HOWEVER, WE WERE VERY CLEAR THAT IS OUR RESPONSIBILITY TO TURN THAT IN SO I WOULD NOT EXPECT IT TO BE SOMETHING DRASTIC.
>> SO DID WE HAVE A DEADLINE ON THAT?
>> THAT IS THE CAP. DECEMBER 15TH IS THE DEADLINE.
>> I DID NOT HEAR THAT. THANK YOU.
>> DO WE HAVE A PROCESS TO TRACK THAT GOING FORWARD OR IS IT GOING TO BE INCUMBENT ON THE EMPLOYEE TO SUBMIT IT FROM THE
DEADLINE FOR BENEFIT PURPOSES? >> SO, THIS COLLECTIVE BARGAINING AGREEMENT ESTABLISHES -- YOU SAID THEY DID IT IN THE FUTURE OUTSIDE OF THAT?
>> AS WE LOOK AT PROFESSIONAL DEVELOPMENT, THE SAME FASHION, ARE WE TRACKING THEIR DEGREE PROGRESSION AS WELL IN A SIMILAR KIND OF -- ESPECIALLY SINCE THERE IS A FINANCIAL COMPONENT FROM A FINANCIAL AND SALARY PERSPECTIVE?
>> I THINK IT WILL BE THE RESPONSIBILITY WITH THE HELP OF
[00:15:05]
THE TEACHERS ASSOCIATION TO SAY IF YOU MISSED THE DEADLINE, PLEASE LIMIT YOUR STUFF SO WE CAN START COLLECTING THESE AS WE GO INTO FUTURE YEARS TO CONSIDER IF SOMETHING THAT BOTH GROUPS WOULD WANT TO SUPPORT IN THE FUTURE. TO ANSWER YOURQUESTION? >> YOU DID. YOU DID.
>> THAT TAKES CARE OF SALARIES AND HEALTH INSURANCE. WHEN IT CAME TO LANGUAGE, THERE WERE NOT SUBSTANTIAL CHANGES BUT SOME THAT WEREN'T REALLY OF NO. ONE OF THOSE IS JUST EFFECTIVE DATES FOR INSURANCE BENEFITS. THERE WAS A LITTLE BIT OF LACK OF CLARITY WHEN FOLKS CAME NEW TO THE DISTRICT WHEN THEY WOULD BE ELIGIBLE FOR INSURANCE. WE MADE A VERY CLEAR-CUT RULE THAT IF YOU START YOUR JOB ON THE 10TH OF THE MONTH OR BEFORE, YOUR ACCESS TO INSURANCE BEGINS THE FOLLOWING MONTH. SO IF I START HERE ON OCTOBER 10TH, I HAVE INSURANCE ON NOVEMBER 1ST. IF YOU START HERE AFTER THE 10TH OF THE MONTH, IT WOULD GO TO THE MONTH AFTER THAT. SO IF I START HERE OCTOBER 17, I DON'T GET INSURANCE UNTIL THE 21ST.
AS WE DISCUSSED, BOTH GROUPS THOUGHT THIS WAS BENEFICIAL FOR EVERYONE. ONE OF THE DEFINITIONS THAT WERE INCREASED WAS FOR SIX DAYS SICK DAYS AND PUTTING SOME LANGUAGE OF THIS WOULD APPLY FOR PHYSICAL, MENTAL, OR EMOTIONAL HEALTH. SO THAT WAS ADDED TO THE DEFINITION OF SICK DAYS.
BEREAVEMENT LEAVE WAS OFFENDED FROM 5 TO 7 DAYS FOR SPECIFIC INDIVIDUALS THAT YOU SEE THERE. WE ALSO ADDED A DAY FOR AN UNCLE, NIECE, NEPHEW, OR COUSIN. AND IF SOMEONE PASSES AWAY WHERE YOU HAVE LEGAL OBLIGATIONS THAT DON'T MEET ANY OF THE ABOVE -- THIS IS A SNAPSHOT OF COURSE. OTHERS ARE LISTED IN THE AGREEMENT. IF YOU HAVE SOME LEGAL OBLIGATION THAT THEY ARE NOT A BLOOD RELATIVE THAT FITS ONE OF THESE, THEN WE WOULD ALIVE FOR THREE DAYS TO TEND TO THE LEGAL OBLIGATIONS FOR SOMEONE WHO DID PASS AWAY BUT THOSE DON'T GET STOCKED.
SO, IF MY SPOUSE PASSES AWAY AND I HAVE LEGAL OBLIGATIONS, I DON'T GET SEVEN DAYS PARCEL THREE, I JUST GET THIS SEVEN. A COUPLE OTHER LANGUAGE PIECES HERE. RETIRING INSURANCE. WE HAVE CLEARED HERE THE TEACHERS THAT HAVE 15 YEARS OF EXPERIENCE AT HSE AND TRULY RETIRE BY THE DEFINITION OF RETIREMENT THROUGH THE STATE THROUGH TEACHER RETIREMENT, THEY ARE ABLE TO PURCHASE HEALTH, VISION, OR PEN INSURANCE. WE HAD A SIMILAR POLICY THAT JUST NEEDED A LITTLE BIT OF CLEANUP. ONE OF THE THINGS WE ALSO CLEANED UP IS RETIREES HAVING ACCESS TO THE HEALTH CENTER. REMEMBER HEALTH CENTER AS A COST TO THE DISTRICT. THE ABSOLUTELY SHOULD HAVE ACCESS. THERE WERE SOME OLD LANGUAGE IS IT UP TO SIX YEARS AFTER RETIREMNT, YOU HAVE ACCESS. IT IS GRANDFATHERED OUT AS OF JUNE 30TH OF 2025. IF YOU ARE ON RISK INSURANCE AND RETIRED, GREAT, YOU HAVE ACCESS BUT YOU HAVE GOT TO BE ON INSURANCE TO HAVE ACCESS TO THE CLINIC. SO REALLY, WE ARE AT NEXT STEP AND I'M GOING TO TURN IT OVER TO BREE BRIEFLY TO TALK ABOUT THE RATIFICATION PIECE AND THEN
TALK ABOUT THE LAST ONE. >> SO WE PRESENTED TO ALL OF OUR MEMBERS OR CERTIFIED STAFF. SORRY. WE PRESENTED TO ALL CERTIFIED STAFF ON TUESDAY 4 TO 5 SESSIONS AND WENT THROUGH THE CONTRACT AND GOT AGREEMENT OF TIME AND THEY CAN ASK QUESTIONS. HE CALLED FOR A VOTE YESTERDAY AND WE ARE MISSING TWO SCHOOLS TO RELEASE NUMBERS TOMORROW MORNING AND THAT IS OUR GOAL. WE WILL GET THOSE LAST FEW SCHOOLS TODAY. APEX WAS GETTING A LOT OF THE SAME QUESTIONS WHICH IS WHY THEY ENDED UP POSTING YESTERDAY Q&A FOR THE TEACHERS AND I WOULD SAY THE BARGAINING TEAM HAS BEEN ANSWERING QUESTIONS AROUND THE CLOCK SINCE THE LAST 48 HOURS BUT I THINK MOST OF OUR QUESTIONS HAVE MELLOWED OUT AND WE ARE WAITING FOR TWO SCHOOLS
TO GET US THERE VOTES. >> I WOULD LIKE TO ARTICULATE THAT TWO , MR. TAYLOR AND OUR TEAM AND THE BUSINESS OFFERS, WE HAVE BEEN ANSWERING A TON OF QUESTIONS AS WELL. WHICH IS GOOD. WE WANT PEOPLE TO FEEL COMFORTABLE. ONE OF THE THINGS WE SAID IN THE WEBINAR YESTERDAY OPEN ENROLLMENT ISN'T GOING TO BE UNTIL DECEMBER 4TH THROUGH THE 11TH.
WE'RE GOING TO STAND UP ANOTHER SESSION IN PERSON DECEMBER 4TH? I THINK IS WHAT WE HAD YESTERDAY. OBVIOUSLY WE WILL ADVERTISE THAT FOR ANOTHER SESSION IN PERSON WHERE APEX WILL PRESENT AND ANY GROUP CAN GO AND LEARN MORE ABOUT THAT.
SO, OPTIMISTICALLY, WE HOPE THE RATIFICATION HAPPENS AS DESIGNED. AS LONG AS IT DOES, WE WILL BE HERE FOR RECOMMENDATION OF SCHOOL BOARD APPROVAL. IF IT DOESN'T HAPPEN, THAT MEETING WILL NOT BE NECESSARY AT THAT POINT.
THAT IS IT. >> OKAY. WE WILL OPEN UP FOR PUBLIC COMMENT OR DISCUSSION. OKAY. HEARING NONE WE WILL ADJOURN THE MEETING. OH, DID YOU HAVE SOMETHING? OH, OKAY.
>> ALMOST FORGOT THAT WE CAN ASK QUESTIONS TOO. THE 2.7 MILLION DISTRICT INCREASE THE COST OVERALL, DID THAT FACTOR IN THE POTENTIAL SAVINGS IF SELECTION GOES AS WE HOPE IT
[00:20:04]
WILL ? WE THINK IT WILL AS FAR AS THE BENEFIT CHANGES?>> WELL, BECAUSE THE AMOUNT IS FLAT, THAT IS A KNOWN QUANTITY.
KNOWN AS AND HOW MANY PEOPLE ARE ON OUR --
>> SO THE DISTRICT WILL CHANGE? >> IT IS A FIXED COST. THE ONLY VARIABLE IS HOW MANY PEOPLE ARE ON THE INSURANCE.
>> REGARDLESS OF WHAT PLAN SOMEONE PICKS, WE GIVE THEM FOR
>> AND THEY CAN CHOOSE THE PPO? EACH AS A ONE HS EIGHT TWO AND THAT 6700 OR WHATEVER THE COST IS TO THE EMPLOYEE? SO THE DISTRICT IS AWARE OF OUR COST BASICALLY?
>> YES. >> WILL HAVE A ROUGHLY $1400 BASE PAY INCREASE THEN, IF YOU WERE TO CHANGE TO AN HSA WHICH IS FANTASTIC AND WHAT I HAVE, ON A FAMILY, YOU SAVE ABOUT $5000 A YEAR. $5000 $40.96 . IN ADDITION TO THAT, YOU GET A $2000 CONTRIBUTION? AND THAT IS FOR A FAMILY?
>> THAT IS CORRECT. >> OKAY. I THINK THERE WAS REAL CONCERN. THE BIGGEST THING I KEPT HEARING IS THE INSURANCE RATES ARE GOING CRAZY -- EITHER WAY IS TRUE. INSURANCE IS AWFUL. BUT IT LOOKS LIKE IT IS POTENTIALLY A $5000 SAVINGS AND ANOTHER $2000 CONTRIBUTION. AM I LOOKING AT THAT CORRECTLY?
FOR A FAMILY? >> THAT IS CORRECT. TO THAT POINT, THE AD HOC CHANGES FROM 6 TO 8 ON THE FAMILY PLAN.
>> BUT YOU COULD STAY ON THE PPO? IF YOU DON'T LIKE THAT YOU HAVE THE OPTION TO STAY WHERE YOU WERE?
>> BUT IT IS HIGHLY INCENTIVIZED TO MOVE .
>> BECAUSE THE DIFFERENCE IN THAT PRICE WOULD FALL ON THE
>> DOLLAR 97 FOR THE FAMILY FOR DENTAL COSTS. IT STAYS THE SAME FOR A SINGLE SO THAT 22% INCREASE ON THE QUARTER FOR A SINGLE, THE DISTRICT DOES EAT THAT DIFFERENCE?
>> YES. >> I AM SURE IT IS MINIMAL BUT A RECENT ONE FROM 5 TO 7 DAYS. WE HAVE THINGS LIKE MENTAL HEALTH. THIS DOES SEEM LIKE A POSITIVE STEP, I FEEL LIKE. IT WAS A COLLABORATIVE PROCESS. DO YOU FEEL THAT WAY?
>> YEAH. BOTH SIDES HAD A RESPONSIBILITY TO DO WHAT WAS BEST FOR THEM AND I'M HAPPY TO BE ABLE TO COME TO YOU TODAY.
>> OKAY. WELL, I APPRECIATE IT. I THINK YOU SHOULD TAKE YOUR LIFE AND HEALTH LICENSE EXAM. YOU WOULD PROBABLY PASS.
>> AM HONORED TO STAND UP HERE AND SPEAK BUT WE DID A GREAT JOB
BEHIND THE SCENES. >> THANK YOU TO HEAR YOU AND THE WHOLE TEAM. IT APPEARS TO ME THAT IT SEEMS LIKE IT IS A GOOD DEAL FOR EVERYBODY SO I APPRECIATE IT. THANK YOU TO
EVERYBODY. >> I HAVE A QUICK QUESTION IF YOU COULD CLARIFY AGAIN BECAUSE I AM NOT AN INSURANCE PERSON.
COULD YOU EXPLAIN AGAIN WHAT THAT SWITCH FROM FSA TO HSA LIKE YOU SAID. CAMP KIDRITE AT LIVRITE FITNESS FISHERS WOULD HAPPEN IMMEDIATELY IF THEY CHOOSE THAT. CAN YOU JUST EXPLAIN IT ONE MORE TIME AND THEN, WHY? HOW THAT WORKS?
>> YES. SO, A FSA IS A FLEXIBLE SPENDING ACCOUNT. THAT IS A USE IT OR LOSE IT SPENDING ACCOUNT. SO IF YOU DON'T USE THAT MONEY AT THE END OF A WINDOW OF TIME, YOU CAN ONLY CARRY IS OUR PLAN $640 INTO THE NEXT PLAN BUT THE WAY A FLEXIBLE SPENDING ACCOUNT WORKS IS IF I CHOOSE TO SAY, OVER THIS CALENDAR YEAR, I WOULD LIKE A $2000 FLEXIBLE SPENDING ACCOUNT, I AM GOING TO PAY INTO THAT BUT I HAVE ACCESS TO ALL OF THOSE DOLLARS ON DAY ONE SO, I AM LOCKED INTO THAT $2000 COMMITMENT FOR THE 12 MONTHS THAT I HAVE THE FSA. SO, I AM NOT ABLE TO PARTNER UNDER IRS RULES IN CAMP KIDRITE AT LIVRITE FITNESS FISHERS AND FSA AT THE SAME TIME. I CAN EVEN GET OUT OF IT EARLY IS MY POINT. SO I CAN'T SAY I'M GOING TO SPEND ALL OF MY FSA DOLLARS TODAY. I HAVE NINE MONTHS. CAN I BEND MY HSA NOW? NO. SO, THE FSA WINDOW IN CAMP KIDRITE AT LIVRITE FITNESS
FISHERS ENDS ON AUGUST 31ST. >> SO THEY HAVE TO USE IT UP TO
THEM? >> IF THEY DON'T USE UP TO $640, THEY WOULD LOSE THAT AND THAT IS THEIR $40 BUT REGARDLESS, IF THEY USE IT ON DAY ONE DON'T USE IT AT THE END OF AUGUST 31ST, THEY CANNOT DO AN HSA DURING THAT TIME. SO THEN, WHAT WE WOULD SAY TO THE EMPLOYEE IS, GO AHEAD AND START AN HSA ON DECEMBER 1ST AND WE WILL MAKE THE SAME FULL CONTRIBUTION THAT WE MAY TO EVERYONE ELSE IN FEBRUARY. WE WILL JUST DO YOURS IN SEPTEMBER. IT IS NOT IDEAL BUT IS THE WAY IT HAS TO BE DONE IN CALENDAR YEAR 2025.
>> AND THEY ARE HAVING COVERAGE SO THEY ARE STILL COVERED?
>> THEY COULD USE THEIR FSA TO PAY FOR EXPENSES ON THE HIGH
[00:25:05]
DEDUCTIBLE HEALTH PLAN. TO BE CLEAR, YOU COULD BE ON THE HIGH DEDUCTIBLE HEALTH PLAN AND USE YOUR FSA DOLLARS TO COVER EXPENSES THAT YOU CANNOT HAVE A HSA AT THE SAME TIME.>> WHICH IS THE SAVINGS PART OF IT?
>> THERE BOTH A FLEXIBLE SAVINGS ACCOUNT OR HEALTH
SAVINGS ACCOUNT. >> THEY ARE USED IN THE SAME WAY. THE FSA IS A GREAT PRODUCT BECAUSE IT IS PORTABLE. IT GOVERN THE SAME RULES AS A 401(K). SO, WHETHER THEY USE IT HERE OR EVEN LEAVE THE DISTRICT AND TAKE IT SOMEWHERE ELSE, THAT MONEY STAYS WITH THAT PERSON. IT IS THEIR MONEY FOREVER. THEY CAN CONTRIBUTE TO IT EVEN INVEST IN IT. IN MY WORK, THEY ARE EVEN ON THE SAME WEBSITE. YOU MANAGE YOUR 401(K) AND HSA RIGHT NEXT TO EACH OTHER. I INVEST HALF OF MINE SO IT GROWS A LITTLE WHEN I HAVE SOME CASH BUT A FSA IS A GREAT
PRODUCT. >> OKAY. AND SOMEONE HAD ONE?
>> WHICH ONE? >> AN HSA AND WE HIRED THEM, DOES THAT COME IN TWO HOURS AND WE ADD TO CONTRIBUTE TO THAT?
>> SO IT DEPENDS ON THE VENDOR. I'LL USE MYSELF AS AN EXAMPLE.
I HAD HSA AS A PREVIOUS DISTRICT. I HAD NOTHING TO DO WITH THAT BY THE WAY. THAT IS WHO WE USE HERE AND I'M GOING TO PICK MINE BACK UP AND IT WILL KEEP ROLLING. IF I USED BANK XYZ, THEN BANK XYZ IS GOING TO STAY WHERE IT IS AT AND WE ARE GOING TO START CONTRIBUTING TO THE AMERICAN
FIDELITY HSA AT THAT POINT. >> YOU CAN ROLL THOSE OVER.
>> TOGETHER, RIGHT? >> YEAH. IF HE IS WITH AMERICAN FIDELITY AND WE HAD USED JOHN HANCOCK, YOU CAN ROLL IT OVER.
IT WILL SEND YOU A CHECK AND AS LONG AS YOU DEPOSITED WITHIN 180 DAYS , IT IS NOT TAXED AND YOU WERE FINE.
>> BECAUSE YOU MENTIONED YOU WERE NOT A TAX EXPERT AND OR
MI. >> YOU OWN IT. IT IS YOUR MONEY AS LONG AS YOU DON'T CASH IT OUT, IT CAN STAY IN THOSE HEALTH SAVINGS. IF YOU CAN ACTUALLY TEST IT OUT, THEN YOU GET PAID CHARGED REGULAR INCOME TAX.
>> TO BE FAIR WE WOULD NOT CONTRIBUTE TO BANK XYZ. WE WOULD ONLY CONTRIBUTE TO AMERICAN FIDELITY.
>> THANK YOU FOR THE CLARITY. >> I HAVE ONE QUESTION ON THE DENTAL INSURANCE. THE INCREASE THAT WE ARE SEEING HERE, IS THAT INCREASE -- MAYBE I AM NOT READING IT RIGHT BUT IS INCREASE BEING PAID BY THE DISTRICT OR BY THE EMPLOYEE?
>> SO THERE IS A 22% INCREASE TO THE COST OF THE PLAN . SO, THE PREMIUM, WILL PAY 80% OF THE INCREASE BECAUSE THAT IS OUR CONTRIBUTION. THE EMPLOYEE WOULD PAY 20% SO WE WOULD EACH PAY OUR PROPORTIONATE SHARE ON INCREASE. CORRECT. THAT IS THE 20% THAT THE EMPLOYEE WOULD PAY. WE WOULD PAY FOR TIME
THAT. AS A DISTRICT. >> OKAY. THANKS.
>> SO, THANKS FOR EXPLAINING THE FSA AND HSA BECAUSE THAT WAS MY QUESTION FROM LAST WEEK. THE QUESTION TODAY WAS HOW ARE WE GOING TO LET THE RETIREES KNOW ABOUT THE CHANGE WITH THE
HEALTH CENTER AND ALL OF THAT? >> WE WILL CERTAINLY HAVE TO COMMUNICATE THAT OUT. IT IS AN INTERESTING GROUP TO BE TRANSPARENT BECAUSE IF THEY ARE NOT ON OUR INSURANCE AND NOT ACTIVELY EMPLOYED, WE ARE JUST GOING TO DO SOME BLAST OUT THERE TO SHARE THAT INFORMATION. OBVIOUSLY SOME SIGNAGE AT THE CLINIC AND BRING THOSE CLINIC FOLKS UP TO SPEED IN THAT SPACE TOO. BUT WE WILL PUSH IT OUT THE BEST WE CAN.
>> OKAY. AND I JUST WANT TO REITERATE, I KNOW WE ARE DOING IT BUT AS OF -- A FORMAL ADMINISTRATOR WHO LED THE SCHOOL TO THE CHANGE THROUGH A HSA, THERE WAS A LOT OF GROWING PAINS. SO JUST SO MUCH EDUCATION IS GOING TO BE NEEDED AND JUST CONTINUING TO EDUCATE ON THE IMPORTANCE OF UNDERSTANDING THE DIFFERENCES IN THE TYPES OF PLANS THAT YOU DON'T NECESSARILY HAVE THAT $20 CO-PAY WHEN YOU GO TO THE DOCTOR. IT MAY BE FREE WHEN YOU GO TO THE DOCTOR BUT YOU WERE GOING TO GET A BILL FOR $100 OR WHATEVER UNTIL YOU MEET THAT DEDUCTIBLE. LIKE, THEY NEED TO HAVE ALL OF THOSE CLEAR UNDERSTANDINGS OF WHAT THAT IS GOING TO LOOK AT LIKE. IT IS READING ALL THOSE PAPERS OF WHAT THE PLAN COVERS ISN'T HELPFUL, BUT HAVING THOSE EXPLANATIONS OF REAL-LIFE EXPERIENCES THAT YOU DON'T HAVE THOSE CO-PAYS INSTEAD, YOU ARE GOING TO GET A BILL IN THE MAIL AFTERWARDS THAT REFLECTS, YOU KNOW, THE COST OF IT AND THAT GOES TOWARDS YOUR DEDUCTIBLE. THAT YOUR PRESCRIPTION DRUGS ARE NOT GOING TO BE AUTOMATICALLY THE TIERED LIKE THEY WERE, THE $20, THE $40 OR WHATEVER BUT IT IS GOING TO BE THE CASH PRICE.
WHATEVER THAT IS ADJUSTED FOR YOUR INSURANCE AND THAT THOSE, AGAIN, CAN GO TOWARDS YOUR DEDUCTIBLE BUT I THINK IT IS A HUGE LEARNING CURVE FOR PEOPLE WHO HAVE NEVER BEEN ON AN HSA
[00:30:01]
SO JUST REITERATING THAT WE REALLY HAVE TO PUSH THAT EDUCATION. THE BENEFITS DEPARTMENT HAS LIFTED UP A LOT OF RESOURCES FOR OUR STAFF. THERE IS ABOUT A 6 TO 8 PAGE FAQ. WE DID A LARGE WEBINAR LAST NIGHT. WE WILL STAND UP ANOTHER LIFE PRESENTATION FROM APEX BENEFITS SO, WE ARE JUST FLOODING THE RESOURCES OUT THERE. YOU ARE EXACTLY RIGHT. PERSONALLY, I HAVE PROBABLY HAD 50 QUESTIONS AND THE BENEFITS TEAM IS THE SAME WAY. AS BREE COMMENTED, THEY GOT LOTS OF QUESTIONS TOO SO WE ARE PUMPING THE EDUCATIONAS MUCH AS WE CAN TO YOUR. >> THANK YOU.
>> WHO WAS OUR INSURANCE TOO? APEX IS A BROKER BUT WHO WAS
OUR INSURANCE THROUGH? >> TO PROVIDE A LITTLE CLARITY, WE ARE SELF-FUNDED. SO WE PARTNER WITH AND SOME TO GET DISCOUNTS FOR SERVICES . THEY MANAGE OUR CLAIMS , THEY HANDLE PRE-AUTHORIZATIONS OF SURGERIES LET'S SAY AND THINGS LIKE THAT, RIGHT? BUT WHEN IT COMES TO CLAIM COSTS, THAT IS OUT OF OUR COFFERS. IT IS AN INDEPENDENT ACCOUNT, BUT WE ARE SELF-FUNDED. SO, WE PAY ANTHEM FOR THOSE SERVICES WHEN CLAIMS RUN HOT IN A MONTH, THAT DEPLETES OUR SELF-INSURANCE
ACCOUNT. DOES THAT MAKE SENSE? >> DO HAVE A STOPLOSS AT SOME
POINT? >> WOULD ABSOLUTELY HAVE
SPEAKERS ] >> THE COMPLETE PACKAGE.
ABSOLUTELY. >> OKAY. THANK YOU. THAT
HELPED. >> ANYONE ELSE? ALL RIGHT.
THANK YOU VERY MUCH. WE WILL ADJOURN THE MEETING.
>> THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.