In the heart of Douglas County, Nebraska, a pivotal discussion unfolded during the Human Resources Committee Meeting on September 29, 2025. As members gathered under the bright lights of the county office, the focus turned to the intricacies of employee benefits and the impact of collective bargaining units on health insurance plans.

The conversation began with a straightforward yet crucial question: Are all bargaining units treated equally when it comes to health insurance rates? This inquiry sparked a deeper examination of the county's approach to employee benefits, particularly in light of past negotiations and existing contracts.

A key point of discussion was the recent transition of certain units, specifically the Teamsters and those from the engineer's office, from a fully insured plan to a more unified approach. Previously, these groups operated under the Central States plan, which was distinct from the other bargaining units. However, the committee confirmed that all units would now be enrolled in the same health plans, offering two options: a Preferred Provider Organization (PPO) plan or a high-deductible health plan paired with a Health Savings Account (HSA).

The committee also addressed the longstanding employee contribution rates, which have remained unchanged for years. Currently, employees contribute 7% for single coverage and 15% for all other coverage. Discussions about adjusting these percentages have occurred in the past, but the consensus among committee members was that changing them now would be a complex challenge. The historical consistency of these rates, dating back to at least 2008, adds to the difficulty of negotiating any alterations.

As the meeting progressed, it became clear that maintaining uniformity across bargaining units is not just a matter of fairness but also a logistical necessity. The administrative burden of managing different contribution rates for various unions would create significant complications for the county's human resources department.

In conclusion, the meeting highlighted the delicate balance between equitable treatment of employees and the practical realities of managing diverse bargaining units. As Douglas County moves forward, the decisions made in these discussions will undoubtedly shape the landscape of employee benefits and collective bargaining for years to come.