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County staff brief commissioners on 2026 health-insurance costs, Veeva and RAIN reimbursements
Summary
Finance and HR updated the Columbia County Board on expected 2026 medical premium increases (about 6%), the county’s Veeva monthly contribution for employees who decline insurance, and the RAIN out-of-pocket reimbursement program; commissioners discussed funding strategies including possible employer contribution targets.
County finance and HR staff briefed the Board of County Commissioners on Oct. 6 about expected increases in employee health-insurance costs for 2026 and related county-funded benefits.
Staff said the negotiated medical program showed a roughly 6% premium increase for medical coverage; specific per-employee increases vary by plan and by whether employees cover dependents. HR reported that the county’s current Veeva contribution for employees who decline county medical coverage is $600 per month, and commissioners discussed whether that level should be maintained. Staff also reviewed the county’s RAIN account (a county-managed health-reimbursement mechanism that covers deductibles and out‑of‑pocket costs), noting RAIN has had significant reimbursements this year (staff cited roughly $87,000–$95,000 year-to-date) and that the fund balance is being drawn down monthly.
Finance staff said the benefit-fund balance is projected to decline by about $100,000 during the year at current spending rates. Commissioners discussed a policy target of funding up to 60% of premiums as an employer contribution in order to build a more sustainable reserve, noting that achieving such a target would be an investment requiring multi-year budgeting. Commissioners and staff discussed trade-offs among (a) increasing county contributions, (b) asking employees to absorb larger increases, and (c) altering Veeva or RAIN contributions.
No formal action was taken at the Oct. 6 meeting; staff said they will prepare detailed spreadsheets showing head counts by coverage tiers (employee-only, spouse, children, family), and county finance will return with scenarios that show the fiscal impact of alternative employer-contribution levels next budgeting cycle.
The briefing included discussion of ancillary coverages (dental, vision) and comparisons with other pooled plans; staff noted PEBB/PEB comparisons and that moving plans would create contractual and service differences (for example, some plans do not offer RAIN). Commissioners emphasized that employee recruitment and retention, community priorities and the county’s long-term fiscal health are all part of the benefit decision.
