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County considers per‑diem occupational health coverage, approves Cigna wellness spending and HR travel slot
Summary
Commissioners gave preliminary support for hiring a per‑diem occupational health nurse for coverage gaps, approved use of residual Cigna wellness funds for a quiet nursing mothers’ room and water bottles, and approved a travel slot for an HR staffer to attend a November conference with an estimated cost of $1,523.75.
Human resources and occupational health items were discussed May 29 as county staff sought short‑term coverage solutions and used residual wellness funds for employee amenities.
The HR director described a staffing gap in occupational health coverage after hiring a nurse practitioner and proposed hiring a known provider as a per‑diem to cover vacations and absences so the occupational health office would not shut down. Staff said the candidate, who previously provided coverage under a contract with Exeter Hospital, could be brought on as a per‑diem employee or subcontractor and that contracting firms can confirm liability coverage. Commissioners asked staff to negotiate rates and return with a proposed agreement; the board did not formally award a contract at the May 29 meeting but authorized staff to proceed with outreach.
The board unanimously approved a request to spend residual Cigna wellness dollars on a new quiet room/nursing mother's room and water bottles for county employees. Several commissioners noted the funds were “use it or lose it” and supported allocating them toward employee wellness amenities.
Commissioners also approved a travel/training request that reserves a slot for an HR employee to attend the Rehabilitation Association of Counties conference at Mount Washington Resort Nov. 9–11, 2025, with an estimated cost of $1,523.75; the motion held that the specific attendee would be determined later.
Staff also updated commissioners on open enrollment: as of the meeting’s morning there were 77 completed enrollments and about 203 employees had not yet logged in; HR asked department heads to encourage completion because open enrollment closes June 9 and evaluations are due to be submitted by June 13 to avoid payroll retro activity.
Next steps: HR will negotiate per‑diem terms with the nurse candidate, return with a proposed rate and contract or vendor agreement, and proceed with the approved wellness purchases and the reserved training slot.
