Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Health Insurance topic
No spam. Unsubscribe anytime.
Benton County hears ISAC presentation outlining FY27 health plan changes and budget impact
Summary
ISAC consultants told the Benton County Board that changing underwriting to a two‑year claims lookback and plan redesigns will yield a modest net rate change but raise employees' out‑of‑pocket maximums; staff advised increasing the county's partial self‑fund reserve and bringing final renewal amounts back for formal action.
ISAC consultant Brian Bourbon reviewed Benton County’s proposed FY27 benefit renewal, telling the board the program switched from a three‑year to a two‑year claims lookback and matched the county to a new plan design he said would be most comparable to current coverage. "Your health plan with Walmart, through the ISAC, the benefits program is a negative 1.1," Bourbon said, and he explained a spreadsheet formula error that ultimately resulted in the county receiving the more favorable rate in the vendor letter rather than a modest increase.
Bourbon outlined principal changes that will affect the county and employees: the group moves from ISAC Plan 17 to Plan 2; the medical and pharmacy out‑of‑pocket maximums will be integrated and increased (single out‑of‑pocket maximums were discussed moving toward $1,000 for employees while employer partial self‑fund liabilities rise); and certain pharmacy copays for tier 2 and 3 drugs will increase modestly. He said combining pharmacy with medical out‑of‑pocket tracking should help many employees who have both significant pharmacy and medical costs.
Staff also reviewed wellness incentives and ancillary products. The ISAC wellness discount structure remains in place (counties can earn up to 4–5 percent discounts if participation thresholds are met); ISAC will continue to pay for an employee accident/critical‑illness benefit and is introducing All 1 Health as the new EAP vendor after an acquisition of CareBridge. Bourbon said voluntary life and AD&D lines are in a rate guarantee and that renewal notices for some life products were still pending.
Finance implications were a central focus. Bourbon recommended the county budget more for its partial self‑fund because higher employee out‑of‑pocket maximums in the renewal plan would increase the county’s potential liability under the partial self‑fund arrangement. ISAC's calculations show the county’s premium through the association slightly declining in aggregate, but county staff were advised to plan for higher partial self‑fund claims and to preserve the existing reserve target (ISAC noted the county’s partial self‑fund reserve was roughly in the half‑million‑dollar range and recommended maintaining or increasing that cushion).
Board members asked clarifying questions about which costs are borne by employees and which by the county, whether the wellness goals could deliver the maximum discount, and whether the new EAP covers telehealth and legal support. Bourbon said employees have a confidential phone line for the EAP and confirmed the vendor provides mental‑health, life coaching and limited legal services at no additional county cost.
Action and next steps: staff did not finalize coverage changes at the meeting. The county will circulate the precise renewal worksheets and premium splits for departments and place the renewal approval on a subsequent agenda for formal action once Bruce (county staff) and other reviewers verify the employee share calculations.
