Teton County to switch voluntary life and disability plans to Voya; HR recommends dental, telehealth and FSA changes
October 13, 2025 | Teton County, Wyoming
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Teton County human resources staff recommended several changes to employee benefits on Oct. 13, and commissioners gave their informal consent to move forward with the proposals.
Justin Keiser, human resources director, and a benefits lead, Sarah, presented results of an RFP for basic life, voluntary life, long-term disability and voluntary coverages. Based on quotes and vendor discussions, staff recommended moving those voluntary and life/disability products from the incumbent carriers to Voya. Keiser said the county’s basic life premium would fall by about $9,000 annually under the recommended vendor; staff also said employee-paid accident coverage premiums could fall from roughly $17,701 per year to below $6,000 under Voya’s pricing.
Staff recommended a two-year Delta Dental administrative contract (at $4.70 per employee per month) over a one-year option ($4.65 per employee per month); staff said the two-year option provides modest added protection against potential year-two increases. HR also recommended offering telehealth visits with first‑dollar coverage (no deductible applied) and raising dependent-care flexible spending account contribution maximums to the new federal options of $3,750 and $7,500.
HR staff additionally recommended ending two underutilized programs for 2026: the county would not renew the Medicare-choice counseling contract at a proposed $10,000 price (the prior payment level reported as $5,000) and would terminate a pharmacy/diabetes counseling program (Tria Health), which cost roughly $10,572 per year and had minimal utilization.
Commissioners, after questions about budgeting and program use, signaled agreement with HR’s four recommendations: moving the life/disability and voluntary coverages to Voya, selecting the two‑year Delta Dental option, adopting first‑dollar telehealth coverage, and raising dependent-care FSA limits to the new maximums. Keiser said the overall package represents a net savings to the county and that most changes reduce costs or improve employee access. No formal roll-call vote was recorded; commissioners indicated consensus by head nods and verbal agreement.
Next steps: HR staff will proceed with procurement to implement the vendor changes and plan updates in time for open enrollment.
Justin Keiser, human resources director, and a benefits lead, Sarah, presented results of an RFP for basic life, voluntary life, long-term disability and voluntary coverages. Based on quotes and vendor discussions, staff recommended moving those voluntary and life/disability products from the incumbent carriers to Voya. Keiser said the county’s basic life premium would fall by about $9,000 annually under the recommended vendor; staff also said employee-paid accident coverage premiums could fall from roughly $17,701 per year to below $6,000 under Voya’s pricing.
Staff recommended a two-year Delta Dental administrative contract (at $4.70 per employee per month) over a one-year option ($4.65 per employee per month); staff said the two-year option provides modest added protection against potential year-two increases. HR also recommended offering telehealth visits with first‑dollar coverage (no deductible applied) and raising dependent-care flexible spending account contribution maximums to the new federal options of $3,750 and $7,500.
HR staff additionally recommended ending two underutilized programs for 2026: the county would not renew the Medicare-choice counseling contract at a proposed $10,000 price (the prior payment level reported as $5,000) and would terminate a pharmacy/diabetes counseling program (Tria Health), which cost roughly $10,572 per year and had minimal utilization.
Commissioners, after questions about budgeting and program use, signaled agreement with HR’s four recommendations: moving the life/disability and voluntary coverages to Voya, selecting the two‑year Delta Dental option, adopting first‑dollar telehealth coverage, and raising dependent-care FSA limits to the new maximums. Keiser said the overall package represents a net savings to the county and that most changes reduce costs or improve employee access. No formal roll-call vote was recorded; commissioners indicated consensus by head nods and verbal agreement.
Next steps: HR staff will proceed with procurement to implement the vendor changes and plan updates in time for open enrollment.
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