Clay County accepts 2025 medical renewal, considers long‑term disability options

Clay County commissioners voted to accept the county’s 2025 medical insurance renewal, a presentation and subsequent discussion showed, and heard separate proposals to add employer‑paid or voluntary long‑term disability coverage.

Rachel, a benefits consultant who presented the renewal, told commissioners the medical plan renewal from Wellmark represents a 4.23% blended increase for Clay County groups of 51–100 employees, and that the county’s prior-year claims rose from about $1.3 million to roughly $1.6–$1.7 million. “Medical is the the main talking point here,” Rachel said while reviewing benchmarking and renewal scenarios.

The consultant said Clay County’s current plan design and employer premium contributions keep employee monthly costs below local averages; for example, Rachel reported the county’s employee‑only monthly premium contribution is effectively $0 while the benchmark average is higher. She also presented two alternate plan designs—a deductible increase that would reduce the renewal by about 3.36% and a true high‑deductible health plan option that would increase out‑of‑pocket risk for employees while making them eligible for health savings accounts.

In discussion, commissioners asked about the renewal detail pages and claims drivers; Rachel agreed to circulate the underwriting workbook pages she had added to the presentation. Commissioners also reviewed a county cost/contribution analysis Rachel prepared showing the county’s share of the 4.23% increase would be about $24,917 annually if contribution levels remain unchanged.

After discussion, a commissioner moved to accept the medical renewal under the current contribution structure; another commissioner seconded the motion and the board approved it by voice vote. Commissioners clarified the county’s deductible reimbursement policy: if an employee meets $1,200 in deductible expenses they could receive a partial reimbursement and if they meet the full $1,500 deductible the county will reimburse up to $500 one time per plan year (the reimbursement applies once per employee/family plan per year, not per covered family member).

Separately, Rachel presented quotes for long‑term disability coverage. The employer‑paid quote would provide 60% of monthly earnings up to $5,000 per month, include an employee assistance program (three face‑to‑face sessions per issue) and carry an employer monthly premium of about $1,092. She also offered a voluntary (employee‑paid) option with age‑banded rates and participation conditions (the greater of 25% or 10 lives required to bind a voluntary policy).

Commissioners asked whether employee education would accompany any voluntary offering; Rachel said the vendor can provide Zoom sessions, recorded “BrainShark” videos and tailored communications to explain plan details and enrollment. Commissioners did not adopt a separate motion to purchase employer‑paid long‑term disability during the meeting; the discussion ended with additional questions and an assurance that follow‑up materials would be provided.

The presentation also confirmed that other ancillary plans (dental, vision, core life, short‑term disability and voluntary life) are presently under multi‑year rate guarantees and have no changes at this renewal.

The board’s approval applied to the medical renewal as presented; follow‑up actions include receiving the underwriting workbook pages Rachel referenced and further consideration of the long‑term disability options.