[00:00:05]
>> I CALL THE ORDER THIS SPECIAL MEETING OF TETON COUNTY SCHOOL DISTRICT NUMBER 1.
[A. Call to Order]
IT IS APRIL 23RD AT 5:30 PM.TRUSTEE [INAUDIBLE], PLEASE, LEAD US WITH THE PLEDGE OF ALLEGIANCE.
>> THIS SPECIAL MEETING WAS CALLED TO CONSIDER ONE ACTION ITEM TONIGHT.
[B. Action Items]
IT'S THE CONSIDERATION OF THE CIGNA HEALTH INSURANCE RENEWAL FOR FISCAL YEAR 25.I DON'T THINK WE HAVE TO APPROVE AN AGENDA, DO WE?
>> WE WILL TURN IT OVER TO DR. CHAPMAN TO BRING US UP TO DATE.
WHEN WE STARTED WORKING ON THIS, IT WAS OBVIOUSLY A REALLY LONG TIME AGO.
SORRY, MY AGENDA IS SLOW TO POP UP.
REALLY THROUGHOUT THE YEARS, THE COST NATIONALLY FOR INSURANCE AND MEDICAL CARE HAS INCREASED EVERY SINGLE YEAR.
THE LAST AVERAGE WAS, I WILL TELL YOU, IN 2020, THE COSTS WENT UP 10.6%.
I JUST WANT TO FIND THIS,10.6% IN 2020.
IN 2022, IT WAS THE LAST, HEALTHCARE COST WENT 4.1% OR AN AVERAGE OF 13,500 PER PERSON.
WHAT WE'RE EXPERIENCING IS NOT TERRIBLY UNUSUAL.
THE BOARD IN THE PAST HAS OFFERED COMPETITIVE SALARIES AND BENEFITS AND RECOGNITION OF THE CHALLENGES THAT COME WITH LIVING HERE.
THIS HEALTH CARE CRISIS BOTH NATIONALLY AND IN THIS COMMUNITY, DESPITE YEARS OF RELATIVELY LOW USAGE IN TETON COUNTY, WE STILL SAW INCREASES.
SOME OTHER RESEARCH THAT WE WERE ABLE TO CONDUCT IN THE INTERIM, WE ARE THE ONLY SCHOOL DISTRICT IN THE STATE OF WYOMING THAT OFFERS FULL FAMILY HEALTH DENTAL AND VISION AT A NO COST TO THE EMPLOYEE.
THERE ARE A HANDFUL OF DISTRICTS THAT ONLY OFFER A HIGH DEDUCTIBLE FOR A SINGLE OR FOR THE EMPLOYEE ONLY.
I KNOW THE BOARD RECOGNIZES THE COST OF LIVING HERE AND THE INFLATIONARY PRESSURES AS EVIDENCED BY YOUR PAST DECISIONS TO INCREASE A REGIONAL COST ADJUSTMENT BEYOND WHAT THE STATE WAS FUNDING AS WELL AS TO HELP OFFSET THE COST OF FAMILY COVERAGE.
I REALLY APPRECIATE THE BOARD DOING THAT ON BEHALF OF OUR EMPLOYEES.
WE KNEW THAT A FUNDING CLIP WAS GOING TO HIT US EVENTUALLY.
WE USED RESERVES IN THE PAST TO OFFSET SOME OF THESE EXPENSES SO THAT IT DIDN'T IMPACT US DRASTICALLY FOR OUR EMPLOYEES.
SO WE KNEW THAT THE FUNDING CLIP WAS EVENTUALLY GOING TO COME.
WE RECEIVED, JUST AS A REMINDER FOR THE BOARD, $8.2 MILLION FROM THE STATE TO FUND INSURANCE BENEFITS, AND ANYTHING ABOVE AND BEYOND THAT COMES FROM OTHER ACCOUNTS.
WE USED THE MAJORITY OF OUR RESERVES LAST YEAR TO FUND, AND TWO YEARS AGO, TO INCREASE THE RCA AND TO OFFSET THE COST OF INSURANCE.
I ALSO UNDERSTAND THE CONCERNS FROM EMPLOYEES REGARDING HEALTH INSURANCE.
IT'S DEEPLY PERSONAL AND IT'S SCARY.
HOWEVER, I REALLY WANT TO POINT OUT THAT SOME OF THE ACCUSATIONS ABOUT THE LACK OF TRANSPARENCY ARE JUSTLY PATENTLY FALSE.
I APPRECIATE VERY MUCH THE HARD WORK AND ENERGY THAT OUR TEAM HAS PUT IN TO COME UP WITH THE BEST POSSIBLE [INAUDIBLE] FOR THE BOARD TO CONSIDER.
EVERY SINGLE ONE OF THESE DECISIONS, LIKE YOU, OUR TEAM ARE THINKING FIRST OF WHAT'S BEST FOR KIDS, AND HOW CAN WE SUPPORT OUR STAFF.
I'M REALLY PROUD OF THAT, OUR TEAM, AND I APPRECIATE THE STAFF WHO HAVE CAREFULLY RESEARCHED AND EXAMINED EVERY SINGLE SCENARIO.
[00:05:02]
I WISH WE COULD SUSTAIN IT ALL, BUT THERE ARE CHOICES TO BE MADE.WE'RE REALLY AT THAT POINT IN TIME WHERE WE HAVE TO MAKE THOSE CHOICES.
I KNOW THERE'S SOME QUESTIONS THAT THE BOARD WANTED US TO RESEARCH AND PROVIDE INFORMATION.
I ALSO APPRECIATE THE TIME THAT OUR STAFF HAD SPENT COLLABORATING AND EXPLAINING VARIOUS SCENARIOS TO EVERYONE.
IT'S BEEN A GREAT OPPORTUNITY FOR OUR SCHOOL DISTRICT AND FOR OUR STAFF TO UNDERSTAND THE BENEFITS BECAUSE IT'S NOT SOMETHING THAT MOST PEOPLE DEAL WITH EVERY DAY, THANKFULLY, AND I KNOW THAT IT'S CONFUSING, AND AGAIN, IT'S SCARY AND SO DEEPLY PERSONAL.
I APPRECIATE THE EXTRA TIME THAT THE BOARD HAS PROVIDED SO THAT WE CAN PROVIDE THAT EDUCATION AND I KNOW THAT WHATEVER DECISION IS MADE TONIGHT, IT'S WITHIN THE BEST INTERESTS OF OUR BOARD AND MOST ESPECIALLY OF OUR STUDENTS.
I JUST WANTED TO SAY THANK YOU, BOARD, ON BEHALF OF THE STAFF.
CHRISTINE, DID YOU WANT TO PROVIDE SOME OF THE MOST COMMONLY ASKED QUESTIONS AND THEN ANSWER SOME?
>> SURE. I THINK A COUPLE OF QUESTIONS THAT HAVE COME UP, ONE OF WHICH WE HAVE NOT ANSWERED PUBLICLY IS ON THE CERTIFIED MATRIX.
WHY AT STEP 20, DOES THE PERCENTAGE INCREASE CHANGE? THAT IS FOUNDED IN THE STATE FUNDING MODEL.
THE STATE FUNDS A DIFFERENT AMOUNT FOR A TEACHER SALARY BASED ON YEARS OF EXPERIENCE FOR A TEACHER 20 YEARS OR LESS THAN THEY DO FOR A TEACHER 20 YEARS OR OVER, AND THAT'S BEEN PART OF OUR COMPENSATION PACKAGE FOR AS LONG AS I'VE WORKED HERE, I THINK LONG BEFORE THAT.
IT IS A PART OF MOST OTHER COMPENSATION PACKAGES ACROSS THE STATE.
SOME DISTRICTS STOP THEIR SALARY MATRIX AT STEP 20 AND DON'T CONTINUE TO GIVE STEPS, YOU CAN ONLY GET INCREASES THROUGH LANE CHANGES.
JUST DEPENDING ON EACH DISTRICT IN EACH BOARD, IT'S AN ADJUSTMENT WE COULD MAKE.
THIS WAS SOMETHING YOU WANTED ME TO BUILD INTO THE COMPENSATION PACKAGE FOR THE MAY MEETING.
WE COULD CERTAINLY ADJUST ANY STEPS OVER STEP 20 TO BE 1.3% INSTEAD OF THE 0.065 THAT IT IS NOW.
BUT THAT COMES FROM THE STATE FUNDING MODEL, AND IT'S NOT SOMETHING I'VE EVER CHANGED.
THIS IS THE FIRST YEAR IN SEVEN YEARS I'VE HAD THAT QUESTION, SO THAT'S THE REASON FOR THAT.
I'VE DONE THREE SEPARATE ANALYSIS IN FRONT OF YOU.
I'M HAPPY TO GO INTO DETAIL, BUT I DON'T WANT TO INTENTIONALLY MAKE THIS MEETING LONGER THAN WE HAVE TO.
I KNOW EVERYBODY'S TAKEN A LOT OF TIME THIS WEEK TO ASK QUESTIONS, SO MAYBE WE'LL START WITH OUTSTANDING QUESTIONS FROM YOU GUYS, OR I CAN START AND GO INTO THIS ANALYSIS IF THAT'S WHAT YOU'RE INTERESTED IN.
>> MR. CHAIRMAN, THERE IS A COMMON QUESTION THROUGH A LOT OF THESE DIFFERENCES BETWEEN 6% AND 126%. CAN YOU EXPLAIN THAT?
>> ABSOLUTELY. I WILL GO TO IT'S THE PREMIUM RATES DOCUMENT HERE, AND YOU GUYS ALL HAVE A COPY OF THIS.
IT'S PAGE NUMBER 2 THAT YOU HAVE A COPY OF.
WHAT I'VE DONE HERE IS I'VE TAKEN OUR FY23 RATES, 24, AND THEN THE RENEWAL RATES FOR 25.
WHAT YOU SEE HERE IS THE DRAMATIC INCREASE FROM FISCAL YEAR 23 TO FISCAL YEAR 24.
WHEN THAT INCREASE HAPPENED LAST YEAR, THIS BOARD APPROVED TO KEEP THE SAME PRICING STRUCTURE FOR EMPLOYEES, EVEN THOUGH THAT INCREASE WAS SIGNIFICANT.
AS YOU CAN SEE, WHEN YOU STEP DOWN AND YOU START LOOKING AT THESE PERCENTAGES, WHEN WE SAY IT'S 126% INCREASE OR A 6% INCREASE, IT'S NOT EXACTLY THE SAME FOR EACH PLAN AND EACH FAMILY GROUP.
YOU CAN SEE THE DIFFERENCE HERE.
IN THE INCREASE FROM 23-24, YOU SEE THE MAJORITY OF THAT INCREASE WAS IN THE TRADITIONAL PLAN.
IT WAS ALMOST 26% FOR ALL OF THOSE PLANS, AND THEN YOUR HIGH DEDUCTIBLE PLANS WERE LESS.
THAT'S TYPICALLY WHAT WE SEE THE DIFFERENCE BETWEEN TRADITIONAL PLANS AND HIGH DEDUCTIBLE PLANS BECAUSE THEY'RE MORE EXPENSIVE BY NATURE.
THIS YEAR, THE INCREASE WAS 6%.
YOU CAN SEE THAT THE HIGH DEDUCTIBLE PLANS WERE SLIGHTLY HIGHER OF AN INCREASE THIS YEAR COMPARED TO THE TRADITIONAL PLANS.
BUT ULTIMATELY WHAT THAT GETS US TO IS RENEWAL RATES FOR FISCAL YEAR 25 ARE ALMOST 30% FOR THE TRADITIONAL PLANS, AND 23-24% FOR THE HIGH DEDUCTIBLE PLANS IN TWO YEARS.
[00:10:02]
IN THOSE TWO YEARS UNTIL THIS YEAR, THE BOARD HAS BEEN ABLE TO MAINTAIN THE LOW EMPLOYEE RATES FOR ALL OF THOSE PLANS THAT THEY HAD BEFORE.WHEN PEOPLE ARE SAYING, IF IT'S 6% INCREASE, WHY AM I SEEING A 200% INCREASE IN THE EMPLOYEE RATE? THE REASON FOR THAT IS BECAUSE THEY'RE NOT SEEING THE WHOLE RATE.
THEY'RE JUST SEEING THE EMPLOYEE PORTION, WHICH IS THE POST.
AFTER SEEING THAT QUESTION SEVERAL TIMES, I'M LIKE, THEY'RE NOT SEEING THE ACTUAL WHOLE RATE.
IF YOU GO UP, ANDREA, TO THE TOP OF THIS PAGE, THIS IS WHERE WE CAN SEE THE WHOLE RATE.
YOU CAN SEE THAT SINGLE PLUS FAMILY TRADITIONAL PLAN WENT FROM $1,986-$2,578 THIS YEAR.
YOU CAN SEE A SIMILAR INCREASE IN THE HIGH DEDUCTIBLE PLANS AS WELL, ALTHOUGH NOT AS DRASTIC.
THAT'S WHY A 6% INCREASE THIS YEAR LOOKS LIKE A 211% INCREASE IN THE EMPLOYEE RATE BECAUSE NUMBER 1, THEY DIDN'T GET TO SEE THE 26% INCREASE LAST YEAR BECAUSE THE BOARD BASICALLY HELD HARMLESS THE RATES FROM THE PRIOR YEAR, AND THEY ALSO WERE ONLY LOOKING AT THE EMPLOYEE PORTION OF THOSE.
THERE'S ANOTHER DOCUMENT UP HERE THAT SAYS EMPLOYEE PORTION.
YOU CAN SEE OUR EMPLOYEE RATES IN FISCAL YEAR 23 WERE PRETTY LOW.
WE CONTINUED THOSE FOR FISCAL YEAR 24 EVEN THOUGH WE HAD THAT 26% INCREASE, AND THEN THE PROPOSED RATES FOR 25, AND WHAT WE'RE SEEING HERE IS THE DRAMATIC INCREASE OVER THE LAST TWO YEARS OF THOSE PREMIUMS. NO MATTER WHAT WE DO, I THINK THE OVERWHELMING FEEDBACK AROUND THE TRADITIONAL PLAN IS THAT PEOPLE WANT A TRADITIONAL PLAN AT A LOWER RATE.
UNFORTUNATELY, OUR BUDGET JUST DOESN'T ALLOW FOR THAT TO HAPPEN.
WE WOULD HAVE TO TAKE IT FROM SOMEWHERE ELSE AND THE ONLY PLACE IN THE BUDGET THAT HAS MONEY TO SUPPORT A LOWER RATE ON A TRADITIONAL PLAN IS SALARIES.
SALARIES AND BENEFITS ARE 87% OF OUR BUDGET.
THERE ISN'T ANYWHERE ELSE WE CAN TAKE MONEY FROM.
WE'RE LIMITED IN THE AMOUNT OF MONEY THAT WE RECEIVE.
WE'RE LIMITED IN THE AMOUNT OF FUNDING THAT WE RECEIVE.
NOT ONLY ARE WE FACING THIS FUNDING CLIFF THAT WAS CREATED BY A GOOD FAITH EFFORT LAST YEAR BY THE BOARD TO KEEP THE RATES LOW, WE'RE ALSO FACING THE ANSWER FUNDING CLIFF THIS YEAR.
THE INSURANCE ISN'T THE ONLY PLACE IN OUR BUDGET WHERE WE'RE GOING TO HAVE SOME TOUGH QUESTIONS TO ANSWER.
THE OTHER BIG PLACE IS STAFFING AND WHERE ARE THOSE ASTRAL POSITIONS THAT WE'VE ADDED GOING, OR ARE THEY GOING AWAY? I KNOW YOU ALL HAVE BEEN INVOLVED IN THOSE QUESTIONS.
THERE'S OTHER OUTSIDE PRESSURES ON OUR BUDGET BESIDES JUST INSURANCE.
ONE OTHER COMMON QUESTION JUST TO GET IT OUT THERE.
PARTICULARLY, THIS AFTERNOON WE HAD A REALLY GOOD EMAIL FROM AMANDA TURNER.
SHE WAS ASKING SOME REALLY GOOD QUESTIONS.
ONE OF THE THINGS SHE WAS POINTING OUT WAS, FOR YEARS, THEY HAD GONE BUT REALLY NO CHANGES.
IT WAS JUST EVERY YEAR, FROM YEAR TO YEAR, INSURANCE WAS THE SAME.
THEN WE HAD MOVED TOWARD THIS, HEY, WE'RE GOING TO TRY TO GET OUT FROM BLUE CROSS SO THAT WE CAN GIVE OUR REAL NUMBERS AND BE MORE COMPETITIVE AND MAYBE GET OUR NUMBERS DOWN.
SHE WAS COMMENTING A LITTLE BIT.
I THINK TWO QUESTIONS ARE THERE IS, WHY DIDN'T THAT PLAY OUT? IT MIGHT JUST BE BECAUSE OF THE SHORT PERIOD OF TIME.
>> BUT WHY DIDN'T THAT COMPETITIVE ASPECT PLAY OUT? NUMBER 2, IF YOU COULD LOOK INTO YOUR CRYSTAL BALL, IS THIS SOMETHING WE'RE GOING TO BE DOING EACH YEAR? IS THIS A NEW THING WE NEED TO GET USED TO? BECAUSE I REALLY FELT FOR HER WHEN SHE SAID, SHE REALLY DREADS APRIL.
>> I THOUGHT THAT WAS IMPORTANT BECAUSE I THINK SHE WAS STATING SOMETHING THAT I THINK IS COMMON TO MANY OF OUR STAFF THAT MAKING THESE TOUGH DECISIONS AND GOING HOME AND TRYING TO FIGURE OUT, WELL, WHICH ONE DO I GO WITH AND DID I MAKE THE RIGHT DECISION? IS THIS GOING TO COME BACK TO BITE ME BECAUSE I MADE THE WRONG DECISION.
>> SURE. I THINK THERE'S SO MANY GREAT POINTS THAT HAVE COME OUT OVER THE LAST FIVE DAYS AND I SO APPRECIATE HAVING THE TIME TO GET SOME OF THIS OUT TO HELP PEOPLE FEEL MORE COMFORTABLE.
TRUSTEE MEAD MADE A GOOD POINT IN THE WEDNESDAY NIGHT MEETING WHEN SHE SAID,
[00:15:03]
WE USED TO ONLY OFFER A HIGH DEDUCTIBLE PLAN, AND WE REALLY DIDN'T SEE INCREASES OVER TIME.THAT'S TRUE. I REMEMBER WHEN WE STARTED TRYING TO OFFER A BASKET OF GOODS, WE STARTED TRYING TO OFFER MORE OPTIONS TO STAFF BECAUSE THAT'S WHAT THEY WERE ASKING FOR.
REALLY, THAT IS WHEN WE STARTED SEEING INCREASES, WHETHER THAT WAS DUE TO THE FACT THAT WE WERE OFFERING MORE OPTIONS OR IF IT WAS DUE TO THE FACT THAT HEALTH INSURANCE AND THE MEDICAL INDUSTRY ACROSS THE NATION IS JUST INCREASING AT ASTRONOMICAL RATES.
I THINK IT'S PROBABLY A COMBINATION OF BOTH.
BUT THE OTHER THING THAT REALLY STUCK OUT TO ME AND A LOT OF THE SURVEY RESULTS, A LOT OF THE SURVEY COMMENTS, A LOT OF THE EMAILS THAT WE'VE RECEIVED OVER THE LAST COUPLE OF DAYS IS MAKING THIS CHOICE IS REALLY STRESSFUL.
IT'S STRESSFUL IN A STRESSFUL TIME OF YEAR FOR MOST OF OUR STAFF.
WHY TOP IS GOING ON RIGHT NOW? THERE'S SO MANY THINGS TEACHERS ARE REALLY STARTING TO THINK ABOUT CLOSING OUT THE YEAR AND FINISHING OFF THIS YEAR WITH THEIR STUDENTS.
THERE'S NOTHING WE CAN DO ABOUT THE TIMING.
WE'RE DOING THE VERY BEST WE CAN.
WE TRY AND GET THIS OUT AS QUICK AS WE POSSIBLY CAN, BUT EVERY YEAR IT DOES COME DOWN TO APRIL BECAUSE THAT'S THE TIMING OF THE HEALTH INSURANCE RENEWAL.
THAT BEING SAID, I THINK IF THE BOARD WERE TO CONSIDER ONE OPTION, I THINK IT'S MORE SUSTAINABLE.
THIS YEAR, WE COULD FUND THE HSA CONTRIBUTION WITH THAT EMPLOYEE BENEFITS FUND, THE MILLION DOLLARS.
IF THE BOARD WERE TO CONSIDER DOING AN ADDITIONAL RCA INCREASE, REALLY AS THE STATE MODEL STARTS TO CATCH UP TO THAT PACE, I THINK THE TRAP THAT WE START TO GET STUCK IN IS, WE'RE ALREADY PAYING AHEAD OF WHAT OUR STATE-FUNDED RCA IS RIGHT NOW.
WE WOULD BE NEXT YEAR IF WE MADE NO CHANGES TO THE MATRICES, WE'D STILL BE AHEAD OF WHAT THE STATE IS FUNDING US.
BUT THERE HAS TO BE SOME LEVEL OF, WE'RE GOING TO FRONT-LOAD IT, WE'RE GOING TO PRE-LOAD IT, BUT THEN WE'RE GOING TO NEED TO USE THOSE ECA DOLLARS, THE INCREASED RCA IN FUTURE YEARS, TO START MAYBE DOING SOME OTHER THINGS THAT WE'RE NOT DOING RIGHT NOW.
FOR EXAMPLE, THE QUESTION OF HOW ARE WE GOING TO FUND THE HSA IN FUTURE YEARS COMES UP.
BECAUSE GIVEN THE SAME CIRCUMSTANCES THIS YEAR, YOU'RE RIGHT, WE WOULDN'T HAVE MONEY NEXT YEAR TO DO IT.
BUT THE CIRCUMSTANCES CAN CHANGE NEXT YEAR OR RCA WILL BE A LITTLE BIT CAUGHT UP.
WE MAY GET AN ECA NEXT YEAR THAT COULD HELP CATCH US UP.
BUT THAT EMPLOYEE BENEFITS FUND, IF IT'S USED THIS YEAR TO FUND THOSE HSAS, WE'LL BE GONE.
IF WE WERE TO OFFER ONE PLAN, THE HIGH DEDUCTIBLE PLAN, AND I'M NOT ADVOCATING FOR ONE OR THE OTHER.
I THINK FOR A LOT OF OUR STAFF, MAKING THAT CHOICE IS HARD.
GIVEN THE ANALYSIS THAT I'VE DONE, I BELIEVE OFFERING ONE PLAN, THE HIGH DEDUCTIBLE PLAN, IS A GOOD CHOICE FOR MOST.
I THINK THAT'S WHAT WE'VE SEEN IN THE SURVEY RESULTS.
BUT WE DO HAVE TO THINK FORWARD.
IS THIS A SUSTAINABLE PLAN? I THINK IF YOU WERE TO APPROVE MORE CHOICES, WE'RE GOING TO HAVE THIS CONVERSATION AGAIN NEXT YEAR.
WE DIDN'T SHOW THE ACTUAL RATES LAST YEAR, AND I THINK THAT THAT'S MADE THIS CONVERSATION HARDER.
MAYBE THAT WAS A COMMUNICATION ISSUE ON MY PART.
BUT I THINK AS LONG AS WE TRY AND KEEP OUR CURRENT FUNDING STRUCTURE AFLOAT WITH SOME OF THESE POTS OF MONEY AND RESERVES, WE'RE JUST KICKING THE CAN DOWN THE ROAD.
IF WE'RE REALISTIC ABOUT WHERE WE ARE FINANCIALLY AS A DISTRICT, I THINK THIS IS A SUSTAINABLE PLAN THAT MAYBE WE DON'T HAVE TO REVIEW THIS EVERY YEAR, BUT I CAN'T MAKE ANY PROMISES ON WHAT INSURANCE RATES ARE GOING TO DO NEXT YEAR. I JUST DON'T KNOW.
>> I'LL MAKE JUST ONE GENERAL COMMENT ABOUT THE BLUE CROSS BLUE SHIELD QUESTION.
WE DIDN'T GO THROUGH THE BLUE CROSS BLUE SHIELD. WE WENT THROUGH WEBT.
WEBT WAS THE ONES THAT ARE CONTROLLING THE DATA THAT WE WERE TRYING TO GET OUT FROM UNDER.
IT WASN'T BLUE CROSS BLUE SHIELD BECAUSE ONCE WE GET THROUGH THIS, I'M SURE BLUE CROSS BLUE SHIELD WILL [OVERLAPPING]
>> I HAVE HEARD A LOT OF PEOPLE SAY, WELL, WHAT WE DID LAST YEAR DIDN'T WORK.
I THINK WHAT WE DID LAST YEAR DID WORK.
I THINK MAKING THE CHANGE DID WORK.
WE HAVE OUR DATA, WE'RE MORE INFORMED, WE'RE BETTER ABLE TO MAKE DECISIONS, AND QUITE HONESTLY, BASED ON INFORMATION I RECEIVED, I THINK OUR INCREASE WOULD HAVE BEEN MORE HAD WE STAYED WITH WEBT WHICH WOULD HAVE BEEN EVEN WORSE TO HAVE THIS CONVERSATION.
DO YOU HAVE THE QUESTIONS? > YES.
>> I HAVE SO MANY QUESTIONS. I DON'T KNOW WHERE TO BEGIN.
>> THANK YOU, MR. CHAIR AND KRISTIN.
[00:20:02]
ONE OF THE QUESTIONS THAT KEPT COMING UP IN THE COMMENTS FROM STAFF, AND I REALLY THANK EVERYBODY FOR TAKING THE TIME TO DO THAT, IT DOESN'T MAKE THE DECISION ANY CLEARER, QUITE FRANKLY, MAKES IT HARDER, BUT IT MAKES ME AND I'M SURE THE REST OF THE BOARD BETTER EDUCATED ON THE CONCERNS, BUT ONE THING THAT KEPT COMING UP WAS TWO SPOUSES WHO ARE ON ONE POLICY IN THE DISTRICT, WILL WE PAY AN HSA TO BOTH SPOUSES?>> SECOND QUESTION RELATING TO THAT, AND I'M NOT TRYING TO HEARKEN BACK TO THE OLD DAYS, BUT IN THE OLD DAYS, WE DID PAY HSAS FOR FAMILIES.
>> YOU MEAN THE DIFFERENT AMOUNTS? THE WAY THAT WE GOT TO THE 2,100 FOR EACH EMPLOYEE GROUP WAS REPEATEDLY YEAR-AFTER-YEAR, SOME OF THE FEEDBACK THAT WE GET IS THAT BENEFITS FOR SINGLES ARE LESS THAN BENEFITS FOR AN EMPLOYEE THAT HAS A FAMILY.
THIS WAS ONE WAY WE COULD LOOK AT IT AND SAY, HEALTH INSURANCE IS NEVER GOING TO BE EQUAL.
IT'S JUST NOT, BUT WE CAN MAKE THE HSA EQUAL.
THEN IF YOU HAVE TWO SPOUSES THAT BOTH WORK FOR THE DISTRICT, THEY'LL GET $4,000 OR WHATEVER IT IS, INSTEAD OF THE 2,000, BUT THAT IS AN EQUITABLE BENEFIT THROUGH ALL, NO MATTER IF YOU'RE A SINGLE OR A FAMILY.
WE CAN CHANGE THAT. WE CAN MOVE THAT AROUND A LITTLE BIT.
THE MILLION DOLLARS CAN ONLY GO SO FAR.
SO IF WE ARE GOING TO CHANGE THAT, IT'S LIKELY THE SINGLE CONTRIBUTIONS WOULD GO DOWN, NOT UP.
>> ONE QUESTION WAS ASKED QUITE A FEW TIMES.
IT WAS ABOUT PEOPLE WHO DON'T INSURE WITH US BECAUSE THEY HAVE A SPOUSE THAT WORKS FOR SOMEBODY ELSE THAT HAS INSURANCE.
WOULD IT BE POSSIBLE TO PAY THOSE PEOPLE IN HSA? BECAUSE IT SEEMS TO ME THAT THAT'S ONLY FAIR.
>> THERE ARE SO MANY QUESTIONS THAT GO INTO THAT PIECE, AND ONE OF WHICH IS YOU CAN ONLY GET AN HSA CONTRIBUTION IF YOU'RE ON HIGH DEDUCTIBLE PLAN.
SO I THINK WE'D HAVE TO EVEN SEE IF IT'S LEGAL FOR US TO DO THAT.
I DON'T KNOW, BUT WE'RE WILLING TO DO THE WORK AND GO THROUGH WHAT THOSE STEPS ARE AND COME UP WITH AN ANSWER.
WE MIGHT NOT HAVE IT RIGHT AWAY, BUT IF WE CAN, ABSOLUTELY.
THERE MAY BE SOME ACA RULES THAT PREVENT US FROM DOING THAT.
>> THOSE WERE MY THREE QUESTIONS FOR NOW. THANK YOU.
>> IS THERE ANY QUESTIONS THAT KATE DID ASK THAT YOU WOULD HAVE?
>> NO. I THINK ACTUALLY, KEITH AND KATE COVERED ALL THE QUESTIONS THAT I THOUGHT WE SHOULD ANSWER.
>> I'M WONDERING HOW TO READ THESE CHARTS.
>> DO YOU WANT ME TO GO AHEAD AND GO OVER THAT? THE MINUSES MEAN THAT THERE'S AN HSA CONTRIBUTION.
SO IT DEPENDS ON WHICH ONE YOU'RE LOOKING AT.
WHAT'S THE TOP ROW OF THE ONE YOU'RE LOOKING AT AT?
>> THAT'S GOING TO BE THE EMPLOYEE RATES.
THAT MEANS IN THAT YEAR, IN FY23, IF YOU WANTED TO ELECT A TRADITIONAL PLAN, YOU WOULD PAY 71.50 FOR A SINGLE.
IF YOU WANTED TO ELECT A HIGH DEDUCTIBLE PLAN, YOU WOULD HAVE RECEIVED, FOR THE $3,500, DEDUCTIBLE, 71.50 INTO AN HSA, AND 126.50 INTO HSA FOR THE $5,000 DEDUCTIBLE PLAN.
I SHOULD HAVE PUT NA IN THAT TIER-TWO TRADITIONAL PLAN ON THAT FY23 BECAUSE THAT WASN'T AN OPTION THAT YEAR.
IT DOES LOOK LIKE WE FULLY FUNDED THAT PLAN.
WE DIDN'T. WE ADDED THAT OPTION IN FY 24 WHEN WE MOVED THE CIGNA.
>> BUT THE -126 MEANS THAT THE SCHOOL DISTRICT PICKED UP-
>> THE ENTIRE COST OF THE INSURANCE PLUS-
>> THEN WHEN EMPLOYEES DECIDE, HOW MANY PLANS ARE THEY GIVEN AN OPTION?
>> CURRENTLY, WE HAVE FOUR PLANS THAT THEY CAN CHOOSE FROM.
>> WHEN THEY CHOOSE ONE, THAT'S IT FOR THE WHOLE YEAR?
>> YES, BUT THAT'S THE QUESTION BEFORE YOU TONIGHT, IS ARE WE GOING TO CONTINUE TO OFFER FOUR PLANS OR CHANGE IT TO JUST OFFERING THE ONE? THAT'S WHAT YOU'RE VOTING.
>> I DO HAVE A QUESTION. IT WAS SUGGESTED BY A COUPLE OF FOLKS GOING TO TWO PLANS, SO ONE HIGH DEDUCTIBLE PLAN AND ONE TRADITIONAL PLAN.
[00:25:02]
DO WE HAVE ANOTHER SPREADSHEET FOR THAT?>> I DID THIS ANALYSIS AND YOU ABSOLUTELY CAN DO THAT.
WHAT IT DOES IS IT CHANGES THE AMOUNT THAT'S AVAILABLE FOR AN INCREASE.
WHEN I RAN THOSE NUMBERS, FOR, LET'S SAY, $1,000 DEDUCTIBLE TRADITIONAL PLAN, THE GOAL IS TO HAVE THE SAME AMOUNT FUNDED FOR A SINGLE ON THAT AS A HIGH DEDUCTIBLE PLAN.
YOU'RE PAYING THE SAME AMOUNT OF BENEFIT FOR A SINGLE NO MATTER WHAT PLAN THEY PICK.
WHEN I DID THAT ANALYSIS, IF YOU OFFER THE $1,000 DEDUCTIBLE TRADITIONAL PLAN AND THE HIGH DEDUCTIBLE PLAN AT 5,000, THE READS ACTUALLY WENT UP ON THE TRADITIONAL PLAN BECAUSE NOW WE'RE FUNDING THE SAME AMOUNT ACROSS THE BOARD.
THE RATES WENT FROM, IT WAS 587 TO 588 OR SOMETHING FOR THE FAMILY PLAN ON THE TRADITIONAL, AND IT'S JUST THE WAY THAT THE NUMBERS WORK.
WHEN WE TALK ABOUT HAVING ONLY ONE ON PLAN, [INAUDIBLE] WE TALKED ABOUT DOING $2,100 A YEAR INTO HSA FOR ANYBODY WHO LOOKED AT THAT PLAN, BUT YOU CAN SEE IF YOU DO ALL FOUR PLANS, THE RATES ARE [INAUDIBLE].
WHEN YOU TALK ABOUT DOING JUST TWO PLANS AND WE DO THE $2,100 IN THIS COLUMN AND JUST THE RATES WORK HERE, IT ACTUALLY MAKES THESE RATES INCREASE A LITTLE BIT BECAUSE NOW THEY'RE JUST NOT APPLES TO APPLES, SO IT TWEAKS THEM A LITTLE.
YOU COULD DO THAT. IT JUST MEANS THAT THERE'S NOT ENOUGH MONEY LEFT THEN FOR RAISES.
WHEN I WAS ASKED TO LOOK AT THE MILLION DOLLARS IN THE EMPLOYEE BENEFITS FUND, THE QUESTION WAS, CAN WE PAY THAT OUT IN HSAS, AND WE CAN'T.
THAT'S EMPLOYEE MONEY FROM WHEN WE WERE INSURED BEFORE.
IF YOU WANTED TO USE THAT MONEY TO OFFSET INSURANCE RATES, YOU COULD DO THAT.
IT'S A LITTLE BIT DIFFERENT OF A TRANSACTION BECAUSE NOW YOU'RE PAYING PREMIUMS WITH THAT MONEY INSTEAD OF HSA DOLLARS.
IT STILL WOULDN'T LEAVE AS MUCH MONEY OPEN FOR RAISES BECAUSE YOU ARE INCREASING THE COST COMPARED TO JUST HAVING THE HIGH DEDUCTIBLE PLAN.
YOU COULD JUST TAKE THE WHOLE MILLION DOLLARS THIS YEAR AND OFFSET ALL INSURANCE COSTS, SEE WHERE WE LAND.
I THINK IT BRINGS IT DOWN TO 9.3 MILLION INSTEAD OF 8.9, SO YOU HAVE A LITTLE BIT LESS TO WORK WITH.
IT'S LIKE A $400,000 DIFFERENCE.
INSTEAD OF 1.8 MILLION, YOU HAVE 1.4 THEN TO USE FOR AN INCREASE IN PAY.
THAT BEING SAID, IF THAT'S WHAT YOU ALL DECIDE TO DO, NEXT YEAR, WE'RE GOING TO HAVE THIS CONVERSATION AGAIN BECAUSE THE TRADITIONAL PLAN RATES SPECIFICALLY WILL LIKELY INCREASE AGAIN.
I'M NOT SAYING THE HIGH DEDUCTIBLE ONES WON'T, BUT THAT HAS BEEN THE TREND.
IT'S THE TREND NATIONWIDE THAT THE TRADITIONAL PLAN RATES INCREASE AT A FASTER PACE THAN THE HIGH DEDUCTIBLE PLANS WILL.
WE WILL HAVE TO HAVE THIS CONVERSATION AGAIN NEXT YEAR AND TALK ABOUT HOW WE'RE GOING TO FIND INSURANCE, AND IF WE WANT TO GO TO ONE PLAN, KEEP TWO PLANS, WHAT DO THE RATES LOOK LIKE?
I REMEMBER CORRECTLY, KRISTIN, WE LOOKED AT USING REC DISTRICT FUNDS TO HELP SUPPLEMENT WHERE WE WERE LOSING EXTRA FUNDING.
>> WE DID FOR SPECIFIC THINGS THAT FALL UNDER THE DEFINITION OF RECREATION.
>> MY BIG QUESTION IS, IS THERE ANY WAY THAT REC DISTRICT FUNDS COULD BE LOOKED AT TO HELP SUPPLEMENT ANY OF THIS THAT WE'RE LOOKING AT FOR HEALTH INSURANCE PREMIUMS, HSAS? IS THAT OPTION OUT THERE?
>> I WOULD SAY THAT WOULD BE MORE OF A QUESTION FOR SARAH.
I DON'T THINK THAT SALARIES AND BENEFITS FOR THE SCHOOL DISTRICT FALL UNDER THE DEFINITION OF RECREATION.
>> UNLESS EVERYONE PLAYS ON THE PLAYGROUND.
>> IT'S SUCH A HARD PROPOSITION.
>> IT'S HARD FOR EVERYONE. EVERY DECISION WE MAKE HERE WILL IMPACT SOMEWHAT, AND THAT IS THE TOUGH PART HERE.
[00:30:01]
DOESN'T MAKE IT EASIER, BUT INFORMATION IS HELPFUL.>> KRISTIN, I DON'T WANT TO GO OUTSIDE THE SCOPE OF THIS AGENDA ITEM, BUT IT'S THE CHICKEN OR EGG PROBLEM HERE.
I NOTICED ON ALL THE SURVEYS, AND THE SURVEY WAS OVERWHELMINGLY GO WITH THE HIGH DEDUCTIBLE AND THEN I SAW TCEA DID A SURVEY OF THEIR OWN AND SEEMED LIKE THEIRS WAS SAYING FOLLOW THE SAME SUIT, BUT IT SEEMED LIKE THERE WAS SOMEWHAT OF A LITTLE BIT OF A CAVEAT IN ALL OF THAT THAT PEOPLE ARE SAYING, I WANT TO GO WITH THE HIGH DEDUCTIBLE BECAUSE BETTING ON YOU'RE ALSO GOING TO RAISE SALARIES.
I APOLOGIZE AGAIN, I WAS ON THE PHONE LAST TIME, I DIDN'T HAVE A PENCIL WITH ME, BUT I WAS TRYING TO WRITE ALL THESE NUMBERS DOWN.
IF WE WENT WITH THE HIGH DEDUCTIBLE THAT FREES UP SOME MONEY AT THE STEP INCREASE, WHICH IS THE 1.3, WHAT POTENTIALLY COULD BE THE RAISE THAT SAYING PEOPLE ARE SACRIFICING, BUT IF WE SAID, WE'RE NOT GOING TO GO WITH THE TIERED, JUST GOING TO GO WITH THE HIGH DEDUCTIBLE, BUT HERE'S THE TARIFF OVER HERE.
EVERYBODY'S GETTING A BIGGER RAISE THAN THEY NORMALLY WOULD HAVE GOTTEN, WHAT POTENTIALLY IS THAT RAISE? BECAUSE I GET THE FEELING THAT A LOT OF PEOPLE VOTED FOR THE HIGH DEDUCTIBLE BECAUSE THEY'RE THINKING IN THE BACK OF THE MIND THAT FREES UP A LOT OF MONEY, THEN THE BOARD WILL DO BIG RAISES.
>> I ACTUALLY DID HAVE A VERY POINTED QUESTION FROM ONE STAFF MEMBER THAT SAID, LET'S JUST PRETEND THE SALARY IS 85,000.
WHAT IS THE RCA 174 LOOK LIKE FOR SOMEBODY THAT'S MAKING $85,000 A YEAR, WHICH IS PRETTY AVERAGE TEACHER SALARY IN OUR DISTRICT, AND IT WAS ABOUT $3,300 A YEAR.
THERE ARE SO MANY WAYS TO LOOK AT THIS, AND THERE ARE SO MANY THINGS TO CALL OUT.
I THINK THAT IF THE BOARD WERE TO GO WITH THE ONE PLAN, I THINK YOU COULD DO 174% RCA, AND WE COULD STILL MANAGE THAT WITHIN THE BUDGET.
IF YOU GUYS CHOOSE TO DO SOMETHING ELSE, THAT NUMBER MAY LOOK DIFFERENT JUST DEPENDING ON WHAT YOU CHOOSE IF IT'S FOUR OPTIONS.
IT IS A LITTLE BIT CHICKEN OR THE EGG BECAUSE I CAN RUN 1,000 SCENARIOS AND THAT JUST GETS REALLY CONFUSING, BUT EITHER WAY, I THINK A STEP INCREASE IS DOABLE, NO MATTER WHAT YOU CHOOSE.
I ALSO HEARD THAT A STEP INCREASE IS NOT REALLY THAT MUCH MONEY FOR PEOPLE, AND SO THEY WERE THAT EXCITED ABOUT JUST GETTING A STEP INCREASE.
THE OTHER THING THAT WE HAVE HEARD LOUD AND CLEAR OVER THE LAST COUPLE OF YEARS IS THAT PEOPLE WANT TO MAKE MORE MONEY.
THEY NEED MORE CASH IN THEIR POCKETS TO BE ABLE TO REACT TO INFLATION PRICES, WHETHER IT'S GROCERIES OR RENT OR GAS.
I THINK WE SAW THAT IN THE SURVEY IS PEOPLE ARE REALLY STRUGGLING FINANCIALLY.
WHEN I LOOK AT THIS, AND MAYBE I SHOULD GO OVER THE FINAL ANALYSIS THAT I'VE DONE JUST TO SHOW YOU WHAT THIS LOOKS LIKE.
I'M SENSITIVE TO THIS BECAUSE I DID GET SOME FEEDBACK THAT NOT EVERYBODY WANTS TO BET THEIR YEAR ON THE WORST CASE SCENARIO.
I DON'T WANT TO PRETEND LIKE I'M NOT HEARING THAT FEEDBACK, BUT I DO WANT TO, IT'S OUT OF POCKET ANALYSIS, ANDREA, LOOK AT THIS.
RIGHT NOW THESE ARE OUR FOUR PLANS.
QUICKLY WALK THROUGH WHAT THIS ACTUALLY WAS.
WHEN WE LOOK AT THE TRADITIONAL PLAN OR DEDUCTIBLE FOR ONE PERSON ON OUR PLAN IS $1,000, FAMILY IS 2,000, AND THEN YOU GET TO YOUR TOTAL OUT OF POCKET MAX.
THAT MEANS ANYTHING OVER $1,000 IS NOW AN 80-20 SPLIT.
I'M CONSIDERING WHETHER OR NOT I SHOULD EXPLAIN THE 80-20 SPLIT.
THAT'S YOU AFTER YOU HIT YOUR DEDUCTIBLE, AN 80-20 SPLIT MEANS THAT THE INSURANCE NOW COVERS 80% AND YOU COVER 20% UNTIL YOU MEET YOUR TOTAL OUT OF POCKET, WHICH IS 2,500 HERE.
FOR A FAMILY, THE WAY THAT THEY DO THIS IS IF ONE PERSON ON YOUR FAMILY PLAN MEETS THEIR DEDUCTIBLE AND THEN THEY MEET THEIR TOTAL OUT OF POCKET, BUT NOBODY ELSE HAS ANY HEALTH THINGS, THEY DON'T HAVE TO MEET THE $5,000.
IT'S JUST THE $2,500 FOR THE ONE PERSON ON YOUR PLAN.
[00:35:01]
WHEN WE LOOK AT THIS, LOOK AT HERE'S MONTHLY PREMIUMS THAT YOU WOULD PAY FOR THESE PLANS AND THEN YOUR ANNUAL PREMIUM.YOU CAN SEE A SINGLE PLUS FAMILY, YOUR TOTAL ANNUAL PREMIUM FOR $7,000.
OBVIOUSLY, ON HYDROELECTRICAL PLANNING, YOU'D HAVE A BENEFIT OF $2,00 IN YOUR HSA ON AN ANNUAL BASIS.
WHEN YOU LOOK AT, WHAT'S THE TOTAL COST GOING TO BE FOR ME IF I HAVE A FAMILY PLAN AND I HAVE TWO PEOPLE ON MY PLAN THAT MAX IT OUT AND IT'S TWO PEOPLE MAX? ONCE TWO PEOPLE MEET YOUR MAXIMUM OUT OF POCKET, THAT'S IT. [INAUDIBLE] FAMILY COVERAGE.
YOU ACTUALLY PAY $12,048 BECAUSE THAT'S YOUR PREMIUMS PLUS THE TOTAL OUT OF POCKET THAT YOU'RE GOING TO PAY FOR YOUR FAMILY.
ON THE HIGH DEDUCTIBLE PLAN, YOUR TOTAL OUT OF POCKET IS ACTUALLY 10,900 FOR FAMILY IN THE WORST-CASE SCENARIO ON THE IN-NETWORK ANALYSIS.
THERE'S A LOT OF CAVEATS HERE BECAUSE INSURANCE IS COMPLICATED.
SO IN THAT SCENARIO, YOU'RE ACTUALLY BETTER OFF ON THE HIGH DEDUCTIBLE PLAN.
NOW, WHAT I DIDN'T PUT UP HERE IS IF YOU HAVE THAT ONE PERSON.
FOR A TRADITIONAL PLAN, IF YOU HAVE A FAMILY PLAN, YOU'RE GOING TO PAY $7,000.
IF YOU HAVE ONE PERSON ON YOUR PLAN THAT MAXES OUT AND NOBODY ELSE HAS ANY OTHER HEALTH ISSUES, YOU'RE GOING TO PAY ANOTHER 2,500, SO THAT'S GOING TO GET YOU TO $9,500.
ON YOUR HIGH DEDUCTIBLE PLAN, YOU'RE GOING TO HAVE THE 6,500 -2,100.
YOU'RE GOING TO BE OUT OF POCKET 4,500 COMPARED TO THE TRADITIONAL PLAN OF 9,500.
YOU HAVE ONE PERSON, YOU'VE ACTUALLY BENEFITED AND SAVED $5,000 BY NOT PAYING THOSE PREMIUMS. IN YOUR BEST CASE SCENARIO, YOU HAVE NO MAJOR INCIDENTS, YOU HAVE NO MAJOR COSTS, YOU'RE PAYING $7,000 ON YOUR TRADITIONAL PLAN.
ON HIGH DEDUCTIBLE PLAN, YOU GET TO $2,100.
YOU HAVE A $9,000 GAP OF EXPENSE THAT YOU HAVE TO MAKE UP ON JANUARY 1ST IF YOU GO WITH A TRADITIONAL PLAN.
YOU HAVE TO SPEND $9,000 BEFORE YOU GET TO WHERE YOU'D BE ON THE HIGH DEDUCTIBLE PLAN.
>> NOW, MY QUESTION IS THIS; THERE SEEMS TO BE CONCERN ABOUT PRESCRIPTION DRUG COSTS.
DID THESE ANALYSIS INCLUDE YOUR OUT OF POCKET MIGHT HAVE PRESCRIPTION DRUGS AND THE DIFFERENCES BETWEEN THE VARIOUS PLANS?
>> THE DIFFERENCE BETWEEN A TRADITIONAL PLAN AND A HIGH DEDUCTIBLE PLAN FOR PRESCRIPTION IS EXTREMELY DIFFERENT.
IN A TRADITIONAL PLAN, YOU HAVE A PRESCRIPTION CARD.
YOU HAVE A CO-PAY OR YOU HAVE DIFFERENT PRICING AND THERE'S DIFFERENT PRICING TIERS FOR GENERIC, VERSUS BRAND NAME, VERSUS WHAT DO THEY CALL THEM? I DON'T KNOW.
IT'S DESIGNER DRUGS OR SOMETHING.
ON THE HIGH DEDUCTIBLE PLAN, ALL OF YOUR PRESCRIPTIONS GOES IN THE 20% CATEGORY BUT ALL OF YOUR PRESCRIPTION COSTS GO TOWARDS YOUR DEDUCTIBLE, OR ON THE TRADITIONAL PLAN, THEY DON'T ALWAYS GO TOWARDS YOUR DEDUCTIBLE.
LET'S SAY YOU HAVE A HIGH COST PRESCRIPTION, LET'S SAY YOU HAVE A PRESCRIPTION FOR ONE OF YOUR PLAN MEMBERS THAT COSTS $10,000.
ON THE TRADITIONAL PLAN, YOU'RE GOING TO PAY $1,000.
YOU'RE GOING TO GET TO THE TOTAL OUT OF POCKET OF 2,500 IF THAT PRESCRIPTION GOES TOWARDS YOUR DEDUCTIBLE, IF NOT, YOU MIGHT HAVE A LOWER COST.
JUST WITH YOUR PRESCRIPTION CARD, IT MIGHT BE $500.
BUT IF YOU'RE ON THE HIGH DEDUCTIBLE PLAN, YOU'RE GOING TO PAY $6,500 ON JANUARY 1ST AND NEVER PAY FOR IT AGAIN.
I GET THAT THAT'S A BIG NUMBER.
YOU'LL HAVE $2,000 TO PUT IN THERE.
BUT LET'S JUST PRETEND FOR A SECOND, THAT SOMEBODY WANTED THE TRADITIONAL PLAN AND THEY TOOK THE 587.34 A MONTH THAT THEY WERE GOING TO PAY FOR THE TRADITIONAL PLAN AND PUT THAT INTO THEIR HSA.
OVER THE COURSE OF A YEAR, YOU'RE GOING TO MORE THAN MAKE UP FOR THE DEDUCTIBLE AND THE OUT OF POCKET ON YOUR HIGH DEDUCTIBLE PLAN.
[LAUGHTER] I KNOW THIS IS SCARY TO PEOPLE.
I KNOW IT CREATES A LOT OF FEAR.
>> THANK YOU FOR ANSWERING THAT.
CAN I REPEAT BACK TO YOU TELL ME CHILD MUCH I GET IT FALL.
IF I'M LOOKING AT THIS, I COME DOWN TO TOTAL RISK ABOUT ONE DAY.
UNDER THE TRADITIONAL $1,000, MY TOTAL RISK IS 5,000.
I SAW THIS IN NUMEROUS EMAILS.
[00:40:01]
THERE ARE PARTICULARLY PEOPLE THAT EMAILED US THAT THEY ARE ALWAYS GOING TO HIT BECAUSE OF THEIR FAMILY CIRCUMSTANCES, THEY ARE GOING TO SPEND AS MUCH AS POSSIBLE EVERY SINGLE YEAR BECAUSE OF CHRONIC ILLS.IF I'M LOOKING AT THIS, THAT THE TOTAL RISK UNDER $1,000 TRADITIONAL IS 5,000.
THE TOTAL RISK UNDER THE 5,000 HIGH DEDUCTIBLE IS 13,000.
THERE'S A FEW EMAILS POINTING THAT OUT LIKE I'M GOING 5,000-13,000.
BUT WHAT YOU'RE SAYING IS IT'S NOT JUST YOUR TOTAL RISK, YOU GOT TO ADD IN WHAT YOU PAID IN PREMIUM.
FOR A FAMILY, THEY WOULD HAVE PAID ABOUT 7,000.
YOUR TOTAL RISK BEING THE FIVE PLUS THE SEVEN, YOU GET TO 12,000, WHICH IS PRETTY DARN CLOSE TO THE 14,000, IT ACTUALLY GETS -2,100.
EVEN THOUGH SOMEONE MAYBE LOOKING AT IT AND GO, GOSH, I'M REALLY SCARED BECAUSE MY TOTAL RISK IS NORMALLY 5,000 AND NOW YOU'RE TELLING ME MY TOTAL RISK IS GOING TO BE 13,000.
I KNOW I'M GOING TO HIT THAT 13,000 BECAUSE OF CHRONIC ILLNESS, BUT YOU'RE STILL SAYING THAT PERSON WOULD COME OUT PRETTY MUCH EVEN SLIGHTLY MAYBE SLIGHTLY LESS.
>> ASSUMING THEY HAVE TWO PEOPLE WITH CHRONIC ILLNESS.
IF THEY HAVE ONE PERSON WITH CHRONIC ILLNESS, IT'S 2,500 TOTAL RISK.
THAT CHANGES THE NUMBERS A LITTLE BIT.
BUT THEN YOU'RE DOWN TO 6,500, 4,500, IS THAT EXAMPLE.
YOUR TOTAL OUT OF POCKET MAX ON ONE PERSON ON THE HIGH DEDUCTIBLE PLAN IS 4,500.
ON THE TRADITIONAL PLAN, IT'S THE 2,500.
YOUR TOTAL OUT OF POCKET THERE IS 9,500 A DIFFERENCE OF $5,000 IN THE BENEFIT ON THE HIGH DEDUCTIBLE PLAN.
THERE ARE SOME STAFF MEMBERS THAT HAVE TWO PEOPLE IN THEIR FAMILY THAT HAVE CHRONIC ILLNESS OR TWO PEOPLE THAT WILL MEET THAT EVERY YEAR.
IN THAT WORST CASE SCENARIO NETWORK, BETTER OFF ON THE HIGH DEDUCTIBLE PLAN.
>> WHO IS THE HIGH DEDUCTIBLE PART?
>> GIVEN MY CALCULATIONS, I HAVEN'T FOUND A CASE WHERE IT DOESN'T MAKE SENSE.
I'M HAPPY TO RUN THROUGH THIS SCENARIO.
I'VE OFFERED TO INDIVIDUAL STAFF OVER THE LAST FIVE DAYS, AND EVEN BEFORE THAT, PLEASE CALL ME.
I WANT TO MAKE THIS WORK FOR EVERYONE AND I WANT PEOPLE TO FEEL BETTER ABOUT THIS DECISION.
I HONESTLY WOULDN'T ADVOCATE FOR IT IF I DIDN'T THINK THAT IT WAS A GOOD DECISION.
IF WE WERE HARMING PEOPLE, I WOULDN'T BE STANDING UP HERE DEFENDING IT.
IF YOU GUYS CHOOSE FOUR PLANS, I TOTALLY GET IT.
EMPLOYEES FEEL MORE COMFORTABLE WITH A TRADITIONAL PLAN. I UNDERSTAND IT.
IT MAKES SENSE. GIVEN THE NUMBERS.
I THINK THAT'S WHAT YOU GUYS HAVE TO DECIDE.
>> [OVERLAPPING] I'M SORRY, KRISTIN.
>> YOU'RE DOING SUCH A GREAT JOB.
I THANK YOU FOR ALL YOUR HARD WORK ON THIS.
>> BUT I GUESS I'M STILL NOT TOTALLY CLEAR ON THE QUESTION ABOUT THE PERSON WHO HAS A CHRONIC SO IT'S THE MEDICATION IT SOUNDED LIKE.
THE ADDITIONAL PLAN, THERE'S A CO-PAY MAY OR MAY NOT GO THE DEDUCTIBLE.
IF THAT'S ALL THEY NEED FOR THE WHOLE YEAR, ARE THEY STILL GOING TO BE GIVEN?
>> IT'S SUCH AN INDIVIDUAL QUESTION. I DON'T KNOW.
THAT'S WHERE WE WANT TO TRY AND HELP UNDERSTAND AND TRY AND HELP PEOPLE GET THIS.
BUT IF THEY'RE SAYING WE HAVE A CHRONIC ILLNESS AND WE NEED THAT LITTLE OUT OF POCKET EVERY YEAR, THEN THAT'S NOT THAT CASE.
LIKE IF YOU HAVE AN EXPENSIVE PRESCRIPTION AND YOU ONLY HAVE TO PAY $25 A MONTH FOR IT, THAT'S A DIFFERENT THING.
BUT IF THERE'S A CHRONIC ILLNESS, IT'S USUALLY NOT JUST THAT ONE THING. I DON'T KNOW.
ON AN INDIVIDUAL BASIS, IT'S HARD TO DETAIL AND MAKE SURE THAT'S AND I'VE REACHED OUT.
I'M LIKE, OKAY, TELL ME WHAT IT IS [LAUGHTER] BECAUSE WE WANT TO WORK ON IT AND WE WANT TO GET TAN INVOLVED AND WE WANT TO MAKE THIS WORK FOR EVERYONE IN A WAY THAT'S FINANCIALLY RESPONSIBLE FOR THE DISTRICT, AT THE SAME TIME AS OFFERING A GOOD BENEFIT TO EMPLOYEES.
>> THIS PRODUCT. DO I GO FIRST. GO AHEAD.
>> WELL, MY QUESTIONS ARE ALWAYS SIMPLER THAN EVERYBODY ELSE.
ARE WE CHOOSING BETWEEN THE 3,500 AND THE 5,000 OR IF WE SAY DEDUCTIBLE,
[00:45:02]
THE FAMILIES CAN FOR THEMSELVES, CHOOSE ONE OR THE OTHER?>> NO, I BELIEVE, AND I DON'T KNOW. IT'S UP TO YOU ALL.
[LAUGHTER] THE VOTE ON THE TABLE AT THE MOMENT THAT I'M AWARE OF IS LEAVING THE FOUR OPTIONS OR GOING WITH ONLY THE HIGH DEDUCTIBLE PLAN.
>> BUT THERE ARE TWO HIGH DEDUCTIBLE TO THE 5,000.
>> LOOKING DOWN THE PAGE, SAME PAGE AS WHAT YOU'VE GOT UP THERE.
I DON'T UNDERSTAND WHAT YOU MEAN BY BEGINNING OF THE YEAR COMPARISON, DO YOU MEAN BUT THEY HAVE TO COUGH UP.
>> BUT ON JANUARY 1, WITH NO MEDICAL EXPENSE AND NO DOCTOR'S APPOINTMENT? YOU'RE GOING TO PAY $7,000 FOR YOUR POLICY ON A TRADITIONAL PLAN FOR FAMILY $1,000 DEDUCTION.
ON JANUARY 1, DEDUCTIBLE YOU'RE GOING TO GET JULY 1 THIS YEAR, BUT YOU'RE GOING TO GET $2,100 IN YOUR HSA.
THAT'S A DIFFERENCE OF $9,000.
IF YOU START ON JANUARY 1, KNOWING YOU'RE GOING TO PAY $7,000 OR GET $2,000. IT'S A BIG DIFFERENCE.
>> I HAVE A SCENARIO. I AM SUPER HEALTHY, NO INJURIES.
DON'T GO SEE THE DOCTOR ALL YEAR, EVEN THOUGH THERE IS BENEFITS FOR WELLNESS.
EVEN THOUGH THAT'S ALL PAID FOR. CORRECT?
>> BUT AT THE END OF THE YEAR, I STILL HAVE $2,100 IN MY HEALTH SAVINGS ACCOUNT THAT THE DISTRICT GAVE ME ON THAT. WHAT HAPPENS TO THAT?
>> WHAT HAPPENS I LEAVE THE DISTRICT AND GO PURSUE WHATEVER IT IS? WHERE DOES THAT 2,100 GO?
>> ONCE YOU HAVE HSA MONEY IN YOUR HSA ACCOUNT, IT'S YOURS FOREVER.
THAT IS YOUR ACCOUNT. THAT IS MONEY YOU OWN.
YOU CAN ALWAYS HAVE AN HSA ACCOUNT.
YOU CAN ONLY CONTRIBUTE TO AN HSA ACCOUNT IF YOU'RE ON A HIGH DEDUCTIBLE PLAN.
AS LONG AS YOU CONTINUE TO MAINTAIN THAT ACCOUNT, YOU CAN TAKE IT WITH YOU INTO RETIREMENT.
IT'S ELIGIBLE TO PAY FOR SOME MEDICARE PLANS, AND THAT IS WHAT SOME PEOPLE DO.
THEY ACCUMULATE THEIR HSA OVER TIME, AND THEN THEY BUY THE PART B, OR PART G, OR PART F PLANS, WHICHEVER ONES ARE ELIGIBLE FOR HSA DOLLARS.
THERE WAS A QUESTION ON SLACK LAST NIGHT WHERE SOMEBODY SAID, IF WE LEFT THE DISTRICT, CAN WE USE THE HSA MONEY TO BUY OTHER INSURANCE AND REGULAR HEALTH INSURANCE BEFORE RETIREMENT? I THINK THAT THERE'S CIRCUMSTANCES THAT YOU CAN DO THAT, BUT IT'S NOT A BLANKET YES, YOU CAN ALWAYS DO THIS.
I THINK THAT'S A QUESTION FOR A TAX ACCOUNTANT, AN INSURANCE PROFESSIONAL, SOMEBODY BEYOND MY SCOPE OF KNOWLEDGE.
>> ANYTHING ELSE FOR CHRISTINE? YES.
>> QUESTION. I'M A NEW EMPLOYEE AND I'VE NEVER TAUGHT BEFORE.
WHAT DO I HAVE IN MY ACCOUNT WHEN I FIRST START IN SEPTEMBER?
>> TWENTY-ONE HUNDRED DOLLARS.
>> TWENTY-ONE HUNDRED DOLLARS.
>> THAT'S WHAT I THOUGHT. GOT IT.
>> FOLLOWING UP ON THAT, THERE WAS ALSO A QUESTION ABOUT, IS THAT ONE TIME AND THAT'S IT OR EVERY YEAR?
>> WELL, I GUESS WE FIGURE THAT OUT NEXT YEAR WHERE THAT MONEY WILL COME FROM.
>> ANYTHING ELSE FROM THE BOARD TO CHRISTINE? YES.
CHRISTINE, YOU SAID WHEN YOU LOOKED AT WE JUST HAD THE TWO OPTIONS, BOTH EXTREMES, IT WOULD LEAVE US 1.4 MILLION VERSUS 1.8 MILLION.
IS THAT RIGHT? THEN I WAS LOOKING AT OUR COMPENSATION PACKAGE SUMMARY.
THE RCA INCREASE, 174% WAS 1.3 MILLION?
>> GOT YOU. I WAS LIKE, IT'S UP.
>> DID YOU WANT TO PUT ON THE RECORD JUST WHAT THE SURVEY RESULTS WERE?
[00:50:01]
>> THANK YOU FOR THAT REMINDER.
ANDREA CAN PULL THAT UP FOR US.
WE HAD 267 PEOPLE COMPLETE THE SURVEY.
SEVENTY-SIX PERCENT WERE IN FAVOR OF OPTION 2, WHICH IS THE HIGH DEDUCTIBLE ONLY PLAN.
THEN THE NEXT QUESTION WAS IF THE BOARD SELECTED OPTION 1, WHICH ARE THE FOUR OPTIONS, THE PREFERENCE WAS 76% WOULD HAVE SELECTED THE HIGH DEDUCTIBLE PLAN, WHICH YOU WOULD HAVE THOUGHT WOULD HAVE BEEN OPPOSITE.
THAT WAS THE OTHER PIECE OF DATA.
THEN WHILE WE DIDN'T POST THE PUBLIC COMMENTS BECAUSE SOME OF THEM WERE PERSONAL AND WE DIDN'T WANT THAT PERSONAL INFORMATION TO BE MADE PUBLIC, TRUSTEES, YOU DID RECEIVE ALL OF THOSE COMMENTS.
BUT FOR THE STAFF THAT SUBMITTED COMMENTS, NAMES WERE REDACTED, SO THE BOARD IS UNAWARE OF WHO SAID WHAT.
PLEASE LIMIT TO THREE MINUTES.
IF SOMEONE ELSE HAS MADE YOUR COMMENTS ALREADY, PLEASE RECONSIDER FOR MAKING THE SAME COMMENT. WHAT ELSE? WE HAVE RECEIVED NUMEROUS LETTERS.
I GUARANTEE YOU, WE HAVE ALL TAKEN THE TIME OVER THE WEEKEND AND READ THEM AND WE UNDERSTAND THEM AND WE UNDERSTAND YOUR CONCERNS.
THIS IS NEVER AN EASY CONVERSATION.
I DON'T CARE IF YOU'RE IN THE SCHOOL DISTRICT OR IN MY CAREER IN BANKING.
THIS IS TOUGH ONE TO GO THROUGH.
I'M SURE ALL OF US THAT HAVE EMPLOYERS HAVE GONE THROUGH THIS.
MY COMMITMENT, I'M NOT GOING TO SPEAK FOR THE REST OF THE BOARD, IS THAT WE WILL TAKE THIS FINAL VOTE, AND WHATEVER THOSE RESULTS ARE, WHATEVER THE WILL OF THE BOARD IS, WE WILL MAKE THE APPROPRIATE DETERMINATIONS NEXT MONTH AT THE COMPENSATION PACKAGE MEETING.
WE WILL FOLLOW THROUGH WITH THE COMMITMENTS THAT WE'VE MADE THERE.
WITH THAT, THE PODIUM IS YOURS.
PUBLIC COMMENT. IS THERE PUBLIC COMMENT? IS THERE ANY PUBLIC COMMENT ONLINE?
>> IF YOU RAISE YOUR HAND ONLINE OR SHOUT PUBLIC COMMENT.
THERE'S A PUBLIC COMMENT. TO THE BOARD.
WHAT IS THE BOARDS WILL? WOULD YOU LIKE TO TAKE FIVE MINUTES?
>> WE WILL STAND AT RECESS UNTIL 6:35.
EVERYONE TO GET A DRINK AND GET THEIR THOUGHTS COLLECTED.
DO YOU REMEMBER WHERE WE LEFT OFF? WHAT IS THE WILL OF THE BOARD?
>> MR. CHAIR, I MOVE TO APPROVE THE CIGNA INSURANCE RENEWAL OPTION 2 AS PRESENTED.
>> CAN YOU JUST STATE IN ONE SENTENCE?
>> HIGH DEDUCTIBLE PLAN WITH THE HSA CONTRIBUTION.
>> IT WAS MOVED BY TRUSTEE MEAD AND TRUSTEE GINGERY REACH TO APPROVE THE OPTION TO THE CIGNA HEALTH HIGH DEDUCTIBLE WITH HSA AS PRESENTED.
I WILL OPEN IT UP FOR DISCUSSION.
>> FIRST OF ALL, I THINK TRUSTEE MEAD ALREADY SAID, I'M GOING TO REPEAT IT.
IT WAS GREAT HEARING FROM ALL OF OUR STAFF.
I APPRECIATE THAT WE WERE ABLE TO TAKE
[00:55:01]
A LITTLE EXTRA TIME TO JUST MAKE SURE EVERYONE UNDERSTOOD WHAT THE DECISION WAS.MY VOTE, I'LL VOTE FOR THIS, IS HEAVILY DEPENDENT ON I HOPE THAT NEXT MONTH THAT THIS FREES UP MONEY SO THAT WE DO MOVE TO THE 174% SO THAT WE GIVE A SUBSTANTIAL RAISE TO OUR EMPLOYEES.
I UNDERSTAND THAT THEY'RE NOT CONNECTED TONIGHT, BUT I'M VOTING FOR IT WITH THE ANTICIPATION THIS FREES UP MONEY TO POTENTIALLY GIVE THAT RAISE AT OUR MAY MEETING THROUGH THE COMPENSATION PACKAGE.
>> WE USED TO GO DOWN THE LINE [INAUDIBLE].
>> THANK YOU. THANK YOU TO THE STAFF, EVERYBODY WHO HAS PARTICIPATED IN THIS PROCESS, FEEDBACK, COMMENTS WHEN IT COMES TO MEDICAL CARE, HEALTH INSURANCE, TAKING CARE OF OUR FAMILIES AND OURSELVES.
THIS IS PERSONAL TO EACH AND EVERY INDIVIDUAL AND THIS IS A HARD DECISION TO MAKE.
AS HARD AS IT IS, WE STILL HAVE TO MAKE A DECISION.
IT'S NOT GOING TO GET ANY EASIER.
NEXT YEAR WILL BE STRESSFUL AND DIFFICULT BECAUSE NOTHING HAS SHOWN IN THE RECENT HISTORY THAT HEALTH CARE COVERAGE IS DECREASING IN ANY WAY FOR ANY OF US.
IT'S UNFORTUNATE THAT WE WILL HAVE TO FACE THIS CONVERSATION AGAIN.
I WILL VOTE YES FOR THIS PROPOSAL HERE AND WITH THE HOPES THAT WE WILL FIND THAT EXTRA MONEY TO FIND THOSE RAISES WHEN WE HAVE THAT COMPENSATION CONVERSATION AS WELL.
I WISH EVERYBODY THE BEST THAT YOU CAN FIND THE PATH FORWARD FOR YOU IN THIS PROCESS FOR THIS YEAR AND FOR THE FUTURE YEARS BECAUSE YOU'RE NOT ALONE.
YOU LOOK AROUND AT ALL YOUR NEIGHBORS IN THE COMMUNITY AND THEY ARE FACING THE SAME EXACT SITUATION.
>> TRUSTEE DORNAN, YOU HAVE ANY?
>> I HAVE TO SAY I'M VERY IMPRESSED BY THE ADMINISTRATION'S EFFORTS TO PUT THE BEST PLAN FORWARD OR BEST NUMBER OF OPTIONS.
I REALLY APPRECIATE SUPERINTENDENT CHAPMAN'S EXPLANATIONS.
I REALLY APPRECIATE KRISTEN MAYO'S EXPLANATIONS.
I REALLY APPRECIATE THE QUESTIONS THAT EVERYBODY IS ASKING.
I ESPECIALLY APPRECIATE THE LETTERS WE'VE BEEN GETTING SO THAT I CAN SEE HOW THIS AFFECTS INDIVIDUALS.
>> MUCH OF WHAT I WOULD SAY HAS BEEN SAID.
FIRST, I WANT TO MENTION THAT KRISTEN JUST SPENT 30 OR 45 MINUTES UP THERE WITH ALL THESE SCENARIOS AND ALL THESE NUMBERS, AND I WAS REALLY IMPRESSED AND SHE MENTIONED THAT SOMEBODY MIGHT WANT TO TALK TO A HEALTH INSURANCE EXPERT.
WELL, I WOULD SAY THAT YOU'RE ALMOST ALL THE WAY THERE.
I FELT LAST WEDNESDAY, WE JUST DIDN'T HAVE THE OPPORTUNITY TO HEAR THAT OF AN IN-DEPTH EXPLANATION.
ALL OF US WERE HEARING IT MOSTLY FOR THE FIRST TIME AND SO I REALLY APPRECIATE HAVING HAD THIS SIX DAYS TO THINK ABOUT IT, HEAR FROM EVERYBODY, HAVE AN OPPORTUNITY TO HAVE A SURVEY.
NOTHING IS GOING TO WORK FOR EVERYBODY, AND THAT IS TRAGIC AND HEARTBREAKING.
BUT I WILL TOO VOTE FOR THIS OPTION AND I WILL DO EVERYTHING I CAN TO ADVOCATE FOR THE MAXIMUM RAISE AT THE 174% WITH THE HOPE THAT THE STATE WILL CATCH UP WITH THAT BECAUSE RIGHT NOW WE'RE AT 168% AND THE STATE, THEY MAY FUND US AT 167 THIS YEAR.
WE'VE BEEN GOING AT THIS WITH GOOD FAITH AND WE'RE GOING TO DO IT AGAIN BECAUSE WE HAVE SUCH CONFIDENCE IN OUR STAFF AND WE'VE GOT TO GET AHEAD OF THE STATE.
[01:00:05]
WE REALLY WANT TO.IT'S OUR HANDS ARE TIED OFTEN.
>> SIMILAR TO WHAT EVERYONE ELSE SAID.
I KNOW THERE WAS LOTS FRUSTRATION FOR THE LAST MEETING FROM BOTH SIDES, STAFF AND TEACHERS AND SCHOOL BOARD MEMBERS, EVERYONE.
I'M GLAD THAT WE TOOK THIS TIME AND I KNOW IT WAS A LOT OF WORK AND THANK YOU, KRISTEN FOR ALL THE WORK THAT YOU'VE DONE ON THIS.
THANK YOU EVERYONE TOO THAT RESPONDED TO THE SURVEY AND NOT HOLDING BACK AND LETTING US REALLY KNOW.
I WISH MORE PEOPLE WOULD HAVE TALKED TODAY, BUT MAYBE WE'VE ADDRESSED EVERYONE'S CONCERNS.
I RECOGNIZE, I WISH IT WAS RUN MORE LIKE A BUSINESS AND THAT WE COULD JUST, I DON'T KNOW, INCREASE OUR FEES AND PAY EVERYONE MORE.
>> KEEP OUR TAX DOLLARS AND ALL THAT.
>> BUT LIKE TRUSTEE CARLIN SAID THAT WE'RE WORKING WITH WHAT WE HAVE AND DOING WHAT WE CAN DO, AND I WOULD ALSO BE SUPPORTING THIS AND SUPPORTING AS MUCH OF A SALARY INCREASE AS WE CAN NEXT TIME, NEXT MONTH.
>> I KNOW HER PURPOSE [INAUDIBLE]. [LAUGHTER]
>> I JUST WANTED TO SAY THAT I AGREE WITH WHAT EVERYONE SAID, BUT ONE OF THE THINGS THAT SO IMPRESSED ME ABOUT OUR TEACHING AND STAFF COMMUNITY WAS THERE WERE MANY ANSWERS THAT PEOPLE SAID, THIS OPTION, A PARTICULAR OPTION ONE OR THE OTHER, WOULD BE BEST FOR ME, BUT I REALLY WANT YOU GUYS TO DO WHAT'S BEST FOR THE MOST PEOPLE IN OUR SCHOOL DISTRICT.
SOME PEOPLE ARE POINTING SPECIFICALLY TO OTHER PEOPLE WHO HAD CHRONIC ILLNESSES OR WHATEVER AND WANTING THOSE PEOPLE TO BE PROTECTED AS MUCH AS POSSIBLE.
ONCE AGAIN, I WAS REALLY IMPRESSED WITH OUR SCHOOL COMMUNITY AND THE RESPONSES THAT WE GOT THAT WE REALLY HONEST AND SINCERE AND REALLY WANTING TO HELP EVERYBODY.
WHILE I'M HOPEFUL THAT THIS DOES NOT ADVERSELY AFFECT ANY PERSON IN OUR SCHOOL DISTRICT ADVERSELY, IT IS GOING TO BE HARD ON THE FRONT END TO BE PAYING DEDUCTIBLES, I KNOW.
I'VE NEVER HAD A DEDUCTIBLE THAT WAS LESS THAN $10,000, SO IT'S REALLY TOUGH.
BUT I'M HOPEFUL THAT THIS WILL RESULT IN THE SCHOOL DISTRICT'S RATES GOING UP LESS OR GOING UP LESS QUICKLY IN THE NEXT FEW YEARS SO THAT WE CAN CONTINUE TO TRY TO PAY BETTER SALARIES IN THE SCHOOL DISTRICT, WHICH WE DEFINITELY NEED GIVEN OUR COST OF LIVING HERE.
I THANK EVERYBODY FOR ALL YOUR WORK, STAFF AND TEACHERS AS WELL.
>> DIRECTOR MAYO, I THINK YOU HAVE YOUR DIRECTIONS FOR THE NEXT MEETING TO WORK ON COMP PLAN BASED ON 174.
SEEING NO OTHER, ALL THOSE IN FAVOR OF THE MOTION SAY AYE.
>> I'LL MOVE TO ADJOURN THE MEETING.
>> ALL THOSE IN FAVOR PLEASE SAY AYE.
>> TAKE A PIZZA WITH YOU. [LAUGHTER]
* This transcript was compiled from uncorrected Closed Captioning.