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HR staff outlines benefits, shift toward HSA and projected premium increases
Summary
Katie, the city's HR presenter, summarized the employee benefits package, reported that 52 employees are currently on the high‑deductible HSA plan, detailed the city’s HSA contributions (single $800; employee+1 $1,100; family $1,500) and warned of an anticipated 8.5–12% increase in premiums next year.
Katie (S9), HR staff, presented the city's employee benefits package and answered committee questions about plan design, enrollment and cost pressures.
Katie said the city offers both traditional plans and high‑deductible HSA‑eligible plans and reported that “we currently have 52 employees on the high deductible plan.” She said the city incentivizes HSA enrollment and currently contributes an annual lump sum to employees’ HSA accounts: about $800 for single coverage, $1,100 for employee‑plus‑one, and $1,500 for family coverage, deposited on January 1 to help employees cover early‑year costs.
Katie reviewed recent carrier decisions and rate history: the city moved to PEHP (a public employer plan) and has seen smaller increases than the prior commercial carrier. She said staff are projecting “roughly an 8.5 to a 12% increase next year, and then they're anticipating 12% yearly after that,” based on broker estimates; final renewal numbers are typically available in October.
Committee members pressed on comparisons with neighboring municipalities, cap/rollover rules for vacation and sick leave and options such as offering a stipend to employees who decline city insurance. Staff said some cities cover 95–100% of certain plans (often HSA‑only designs) and that the committee should expect the broker’s formal quotes before making any recommendation to council about moving to HSA‑only offerings.
Katie also described other benefits: dental and vision plans (city pays none of vision cost), enrollment in the Utah State Retirement System with a MissionSquare supplemental match up to 4%, and an employee assistance program administered by Blomquistel with no strict session limit.
Next steps: staff will return with comparisons and final renewal quotes later in the year; the committee may be asked to recommend whether to move to an HSA‑only option when precise numbers are available.
