Uintah County approves 2026 employee benefits renewal, OKs HSA prefunding and conditional wellness funding

Tanya Craven, Uintah County human resources director, presented the county's proposed 2026 employee benefit renewal and asked the commission to approve a one-year rate hold and several plan design adjustments.

Craven said full-time employees working 30 or more hours per week are eligible for coverage beginning the first day of the month after 30 days of employment, and described the county's plan administration and enrollment windows. She recommended maintaining the county's third-party administrator and carriers — Meritaine as the TPA and Aetna for medical coverage — and said the county would continue bundled medical, dental and vision plans that include Delta Dental and EyeMed. "We're doing a complete rate hold for Costa County. The amount that the county pays and the premium of the employee will see monthly. This is staying with Meritaine as our TPA and then Aetna as our provider," Craven said.

Craven recommended several specific design items: continue the county's traditional choice plan and the high-deductible plan (HDHP) with unchanged cost-sharing levels, and prefund employees' health savings accounts (HSAs) with a one-time $500 deposit for all employees enrolled in the HDHP at the start of the year so those employees have immediate funds to cover early-year prescriptions and care. "I am asking that $500 be pre funded for those accounts," Craven said. She said the $500 would be prefunded by the Clerk-Auditor's Office and then the remainder of HSA contributions would be spread over payroll periods.

Craven summarized cost-sharing and out-of-pocket maxima she said apply to the plans: the traditional choice plan (in-network coinsurance 80%/20% with a $1,000 single deductible and $2,000 family deductible and maximum out-of-pocket of $6,000 single/$12,000 family), the HDHP (single deductible $3,300, family $6,600; maximum out-of-pocket $6,000 single/$12,000 family), and one lower-cost "base" plan intended for families that Craven said has higher maximums (she said a $16,300 single and $32,600 family maximum out-of-pocket). She also described supplemental offerings (accident, critical illness, hospital indemnity), life and disability coverage through Lincoln, an employee assistance program (Bump Quest), and a new LegalShield supplemental option.

Craven told the commission the county had transitioned to self-funding and that last year the commission had approved a premium increase to provide cash flow; she said the plan had run well and the county's brokers and benefits consultant (GBS) supported the rate hold. "We are tabling the wage chart," one commissioner said later during the meeting when items were reordered; Craven acknowledged budget considerations and agreed the wellness program funding could be incorporated as a line item. Craven also asked the commission to allow county staff to proceed with open enrollment planning and an anticipated enrollment window between Oct. 20 and Nov. 3.

Commission discussion focused on funding the wellness program. One commissioner expressed support but said the program's cost should be finalized in the county budget. Craven agreed and noted she would return with budget details if needed.

A commissioner moved to approve the 2026 employee benefit renewal proposal with conditions that the wellness program funding be finalized through the county budget process; the motion passed on a voice vote. The motion authorized the county to proceed with the rate hold, maintain the listed carriers and supplemental offerings, prefund the $500 HSA contribution for eligible employees, and continue with the proposed open-enrollment timeline.

Why it matters: County employees' health plan costs and design affect payroll budgeting and the county's total self-funded liabilities. The commission's decision keeps premium costs stable for 2026 while directing staff to ensure the wellness program's costs are accounted for in the final budget.

What happens next: Staff will proceed with open enrollment setup with GBS and the Clerk-Auditor's Office, prefund $500 into HSAs for employees on the HDHP at the start of 2026, and return to the commission with budget details for the wellness program as needed.