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Another benefit Medica offers to its fully insured plans is Personal Rewards. At no cost to the City or <br />employees, employees can take a health assessment and then participate in the Personal Rewards program <br />by taking classes, reaching goals, and working with health coaches. Employees earn rewards for <br />completing the program. HealthPartners offers a similar program; however, there is a cost to the City to <br />participate. <br />Dental Insurance -Principal <br />The dental plan design with Principal is the same as the current plan design with a few small differences. <br />Currently members can receive a full mouth x-ray every three years and this is changing to every five <br />years. Fluoride treatments, space maintainers, and sealants will be covered until age 14 as opposed to age <br />19. Composite fillings will now be covered at 80 percent rather than 50 percent. Principal's provider <br />network covers the dental clinics that the vast majority of our employees use. <br />Flexible Benefits Contribution <br />The 2011 budget includes a five percent increase to the flexible benefits plan. I propose a two percent <br />increase to the contribution to each employee's flexible benefits plan. The remaining three percent will <br />be in the form of a monthly contribution to the Health Savings Account (HSA) of employees choosing <br />the high deductible plan. This proposal is consistent with last year's plan. Using this design will reduce <br />the employee's share of premium costs in all but one case. In that case, the employee's share of premium <br />will increase less than one dollar per month. This design would allow a $28.00 per month ($336.00 <br />annual) contribution to employee's HSAs. <br />FINANCIAL IMPACT <br />These funds are included in the proposed 2011 budget. <br />ATTACHMENTS <br />^ 2011 Health and Dental Insurance Renewal <br />Action Motion by Second by Vote <br />Follow Up <br />