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HR lays out COLA, insurance and alternatives as council weighs cost-of-living choices
Summary
HR Director Kim Lopez presented options including a 1% or 2% COLA, market adjustments, and alternatives (absorb premium increase, lump-sum, extra holiday) and quantified costs and employee impacts for council consideration.
Kim Lopez, Highland Village’s HR director, presented the council with an analysis of turnover, insurance costs and market comparisons as the city prepares the FY2026–27 budget. Lopez said the Blue Cross Blue Shield renewal came with no plan changes but increased employer costs by roughly 7.09%, about $258,000, and that the city’s market study showed several job categories below mid‑market pay.
Lopez outlined options for council consideration: a 1% COLA, a 2% COLA plus market adjustments, absorbing the employee premium increase, a one‑time lump sum payment, or added leave. She gave specific examples of impacts: for an entry‑level technician, 1% would add about $31 per month, 2% about $62 per month, and absorbing insurance premiums could cost roughly $45,000–$50,000 citywide. Lopez asked the council for guidance on whether to use fund balance for compensation choices and to prioritize among alternatives.
