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County work session: commissioners order review of employee health plan after family premiums top $1,400
Summary
During a work session, commissioners heard that one county employee pays about $1,500 a month for family coverage while the county contribution is roughly $637; they asked staff to review the county contract, hold a benefits fair in February and invite supplemental-insurance representatives to explain options.
Unidentified Speaker 2 told colleagues that an employee on family coverage who makes about $13 an hour “after she pays that $1,000 a month, she’s working for nothing,” and said the county’s family premium burden for that employee is about $1,500 a month while the county portion is $637.
The remark prompted commissioners to compare practices in neighboring counties: Speaker 2 said Randolph County “pay[s] half” of family coverage while Saint Clair County covers family premiums fully for employees. Commissioners asked staff to research the county’s contract with the local government health insurance board — a contract Speaker 2 said dates to 1993 and was revised in 2015 — before inviting vendors to present.
Speaker 6 said the planned February event should focus on retirement and supplemental plans rather than switching core health plans, noting, “it’s not to choose different health insurance” but to offer screenings and information. Speaker 2 urged the county to “have some kind of…insurance companies…come in and compete” and to educate employees about options, including Medicare supplements for older staff.
Commissioners asked Emily and Jason (staff) to pull the contract and report back so the board can determine whether the county is restricted from changing carriers or contribution levels. No formal vote was taken; commissioners agreed to defer formal action and to schedule vendor outreach after staff research.
The discussion also covered nonstandard plans previously used by some employees (Speaker 2 described MediShares, a faith‑based cost‑sharing program), examples of private family plans costing about $500 a month, and the possibility of offering a flex reimbursement for employees who purchase outside coverage. Speaker 1 summarized the near‑term outcome: staff will research the contract and prepare options for the February work session.
Next steps: staff will research the county’s local government health insurance contract and prepare information for a February benefits fair that could include supplemental‑insurance vendors and retirement counselors.
