Grimes County renews employee health plan as-is despite 9.2% medical premium increase

Grimes County Commissioners Court voted Wednesday to renew the county’s employee health, dental and vision coverage at the current plan design for 2025–2026 despite a medical premium increase of 9.2% reported by the plan administrator.

Human Resources Director Talita Coleman and Clarissa Messenger, an employee-benefits consultant with the Texas Association of Counties (TAC), briefed the court on the renewal, alternative plan designs and the county’s claims experience. The TAC representative said Grimes County’s recent claims produced a 36‑month loss ratio near 104% (the pool target is near 94%), and that the pool‑wide funding requirement for the coming year was 6%.

Why the court renewed as-is

Officials presented three options: (1) renew the current plan design (the “as-is” option), (2) adopt a higher-deductible plan that would shift more cost to employees who use the insurance, or (3) adopt a two‑tier buy‑up design (not recommended without additional premium margins to offset adverse selection). After discussion about budget impact and employee cost, the court approved renewal of the current plan design. County staff said the renewal paperwork and judge’s signature will be completed before the carrier deadline.

Financial and enrollment details

- Current enrollment: 191 employees enrolled (county staff noted budget forecasts often assume up to ~210 full-time positions). - Reported renewal: medical 9.2% increase; dental 9.3% increase. No vision or life-cost changes were reported. - County budget impact: staff and the county auditor estimated the employer cost increase at roughly $232,000 if the county budgets for full staffing. On the employee side, the consultant estimated average monthly increases for covered employees (amounts vary by dependent tier).

Alternative discussed

County staff presented an alternate plan that raised the individual deductible by $250 (from $750 to $1,000), increased the family deductible by $750 (to $3,000) and raised the primary-care co-pay from $25 to $30. The court discussed the tradeoff — lower county premium growth versus higher out-of-pocket cost to employees — but elected not to adopt those changes.

Wellness incentives

The court also adopted modest changes to the county’s wellness incentive program that were funded from TAC-provided incentive funds (not taxpayer general funds). The county will continue to provide up to eight hours of administrative leave for employees who complete annual physicals and will add small drawings (three $50 gift cards) from TAC wellness funds for employees who complete preventive exams and county-sponsored wellness challenges.

What happens next

- County Judge will sign the renewal and HR will distribute open-enrollment information to employees. - HR and the county auditor will include the renewed premiums in the FY2026 budget process and account for potential full staffing costs.

Provenance (selected transcript evidence)

- {"block_id":"t=7096.575","local_start":0,"local_end":70,"evidence_excerpt":"Good morning again, Judge and Commissioner. So probably not gonna be too excited to hear some of the information that's being seen today because, our insurance is going up. I would say 9.1%.","reason_code":"topicintro"}

- {"block_id":"t=9621.5","local_start":0,"local_end":68,"evidence_excerpt":"There's a motion before the court on agenda item number 19 by County Judge Joe Fouth, seconded by Commissioner Philip Cox. Is there further discussion? Hearing none, all in favor say aye. Opposed? Motion carries.","reason_code":"topicfinish"}