[Government Operations Committee on May 9, 2024.]
[00:00:15]
OPERATIONS COMMITTEE TO ORDER.
AND TODAY WE ARE GOING TO BE REVIEWING THE CITY OF HOUSTON'S EMPLOYEE HEALTH BENEFITS.
FIRST, I WANT TO TALK A LITTLE BIT ABOUT WHY, UM, THIS CAME TO FRUITION.
AND, UM, AS MANY OF YOU KNOW, WE ARE EVALUATING ALL OF OUR DIFFERENT DEPARTMENTS AND JUST TRYING TO SEE HOW WE CAN BE, UM, A BIT MORE, UM, FOCUSED ON HOW TO SAVE THE CITY MONEY.
UM, BUT WHEN IT COMES TO HEALTHCARE, WE WANNA MAKE SURE THAT OUR EMPLOYEES HAVE PROPER ACCESS AND, UM, AND KIND OF THINK OUTSIDE THE BOX IN TERMS OF WHAT THAT LOOKS LIKE.
AND SO WHAT I, UM, I WANNA THANK DIRECTOR CHEEKS AND, UM, UH, FOR, FOR ALLOWING US TO HAVE THIS CONVERSATION.
UM, AND, UM, CARLA COLEMAN, WHO'S THE ASSISTANT DIRECTOR, SHE'S PRESENT HERE.
SO IS, SO IS, UH, SEAN SMALL, WHO'S A WELLNESS DIRECTOR.
BUT IN OUR MULTIPLE CONVERSATIONS, WE EVALUATED THE CURRENT EXPENSES REGARDING OUR HEALTHCARE.
WE TALKED A LOT ABOUT HEALTHCARE AND HOW SPOUSES AFFECT OUR HEALTHCARE AND ALSO WELLNESS PROGRAMS. AND REALLY LOOKING AT HOW WE CAN INCENTIVIZE OUR EMPLOYEES AND OUR HEALTHCARE SPACES, AND HOW WE CAN CREATE MORE VIRTUAL OPTIONS, UM, TO ALLOW OUR EMPLOYEES TO HAVE MORE ACCESS.
AND AS MANY OF YOU KNOW, IF THEY'RE, IF THEY'RE ABLE TO COME TO WORK, IF DO VIRTUAL OPTIONS, WE CREATE NOT ONLY A, UM, EFFICIENCIES IN EACH DEPARTMENT, BUT WE ALSO CREATE A HEALTHIER WORKFORCE.
SO THAT IS, UM, A LITTLE BIT OF AN OVER OVERVIEW OF WHAT WE'RE GONNA BE DISCUSSING TODAY.
THERE ARE A COUPLE THINGS I WANNA MAKE SURE I SAY.
UM, AS COUNCIL MEMBERS, IT IS ALSO OUR DUTY TO RECOGNIZE THE HARD WORK OF THE CITY OF EMPLOYEES, UM, AND WE WANNA PROVIDE THE PROPER SERVICES.
UM, MY CHAIR, MY CO-CHAIR IS NOT PRESENT, BUT I WANNA MENTION HIS NAME.
IT'S THE COUNCIL MEMBER FLICKINGER, AND HE'S A CO-CHAIR OF THIS, UM, OF THIS COMMITTEE.
AND I WANT TO ACKNOWLEDGE WHO'S PRESENT.
UH, UM, VICE MAYOR PRO, TIM, AMY PECK IS HERE.
AND THEN WE HAVE STAFF FROM DISTRICT C, GH, AND I AND AT LARGE FIVE.
SO THANK YOU FOR BEING HERE FOR THIS CONVERSATION.
UM, WITH THAT BEING SAID, WE DO NOT HAVE A QUORUM.
AND SO BECAUSE OF THE NEW, UM, QUORUM REQUIREMENTS, I WANNA MAKE SURE I READ THIS OUT LOUD.
SO AT THIS MOMENT, WE DO NOT HAVE A QUORUM, AND AS, UM, HAS BEEN A LONGSTANDING TRADITION OF COUNCIL, WE WILL PROCEED WITH THE PRESENTATION.
IF AN AGENDA ITEM REQUIRES A QUORUM TO MOVE FORWARD AS CHAIR OF THIS COMMITTEE, I WILL ENSURE THAT THERE IS A QUORUM BEFORE THE COMMITTEE PROCEEDS TO ANY TYPE OF VOTE.
OH, AND COUNCIL MEMBER DAVIS HAS JUST JOINED US.
THANK YOU COUNCIL MEMBER FOR BEING HERE.
SO WITH ALL OF THAT OUTTA THE WAY, UM, I WANT TO, UH, WELCOME ONCE AGAIN, ASSISTANT DIRECTOR CARLA COLEMAN, OUR WELLNESS DIRECTOR, SEAN SMALL.
AND, UM, I'M WANNA REALLY JUST SEE, GREAT, I'M GRATEFUL FOR YOUR DEPARTMENT, FOR EVERYTHING THAT YOU DID AND ALL THE BACK AND FORTH AND THE RESEARCH AND ANALYSIS AND EVERYTHING THAT YOU DID FOR US, UH, TO PUT THIS PRESENTATION TOGETHER.
ALL RIGHTY, I'LL LET YOU START.
THANK YOU SO MUCH FOR HAVING US.
AND I DO WANNA APOLOGIZE ON BEHALF OF DIRECTOR CHEEKS.
SHE WANTED TO BE HERE, BUT SHE'S CURRENTLY IN HOPE NEGOTIATIONS.
BUT LIKE, UH, COUNCIL MEMBER PLUMMER STATED, I HAVE SEAN AT, UH, AS WELLNESS DIRECTOR AND BEHIND ME I HAVE THE CIGNA REPRESENTATIVE, MELISSA MELINDA BEIS, AND OUR NEW MEMBER OF HR, UH, STEPHANIE MEYER.
SHE IS OUR NEW HEALTH BENEFIT DIRECTOR.
I AM THE ASSISTANT DIRECTOR, CFO OF HR.
SO TODAY WE WANNA PRESENT TO YOU A FEW OF THE PROGRAMS THAT WE HAVE IMPLEMENTED THROUGHOUT THE PAST COUPLE OF YEARS AND, UM, IN HEALTH BENEFIT FOR OUR EMPLOYEES AND THE SUCCESS OF IT.
CARLA, CAN I JUST, I WANNA ACKNOWLEDGE MY VICE CHAIR.
COUNCIL MEMBER FLICKINGER JUST WALKED IN.
COUNCIL MEMBER, CAN I, WOULD YOU LIKE TO SAY A COUPLE OF WORDS? OKAY.
YEAH, WELL, THANK YOU FOR HAVING US.
SO WE WILL BE DISCUSSING TODAY A PROGRAM DEVELOPMENT TIMELINE, EMPLOYEE ENGAGEMENT CLAIMS EXPERIENCE, THE IMPACT ON THE SPOUSAL SURCHARGE, AND WHAT WE RECOMMEND THAT WE, WHAT WE'RE GONNA DO GOING FORWARD.
OKAY, SO IN THIS SLIDES, YOU SEE LIKE A FIVE YEAR LOOK BACK OF EVERYTHING THAT WE'VE DONE AND IMPLEMENTED IN EACH OF THE BOXES.
I'M NOT GONNA READ ALL OF THEM, YOU HAVE THEM IN FRONT OF YOU.
BUT, UH, IN 2019, WE STARTED TO INTENSIFY THE ONGOING PROMOTION THAT WE HAVE.
GO TO THE DOCTOR AND GET YOUR ANNUAL PHYSICAL EXAM.
THERE'S SO MUCH THAT COMES OUT OF THAT SIMPLE
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EXAM THAT ACTUALLY HELPS THE FUTURE OF THE EMPLOYEE AND THE, AND THE PROGRAM ITSELF.WE ALSO STARTED TO OFFER ONSITE CLASSES FOR CHRONIC CONDITIONS AND SMOKING CESSIONS.
YOU KNOW, THOSE ARE VERY IMPORTANT IN THE CLAIM EXPERIENCE.
SO WE STARTED TO ROLL THOSE OUT IN 2019.
THEN IN 2020, IN THE MIDST OF COVID, WE ACTUALLY ADDED AT-HOME WELLNESS OPTIONS TO HELP THE, THE, OUR EMPLOYEE POPULATION TO GET BETTER.
WE DID WEIGHT WATCHERS, WE DID VIRTUAL CITY, UH, FIT PROGRAMS, VIRTUAL WELLNESS CLASSES.
WE STILL HAVE THOSE TODAY TOO.
AND WE ADDED KELSEY CARE DIABETES PROGRAM.
AND SO WE STARTED INCREASING OUR WELLNESS, UH, INITIATIVES IN 2021.
WE ADDED THE CIGNA DENTAL TO, UH, MORE PREVENTIVE OPTIONS FOR THE EMPLOYEES.
AND WE STARTED TO INCENTIVIZE THE TELEPHONIC COACHING.
WE ACTUALLY OFFERED $150 THAT YEAR FOR PARTICIPATING.
AND THEN ONE OF MY FAVORITES THOUGH IS THAT WE REWIND, REBRANDED THE NEW WIN FOR LIFE RENEW REFRESH AND REIGNITE.
AND THERE WAS A WHOLE, UH, YOU KNOW, PROGRAMS THAT CAME WITH THAT WELLNESS INITIATIVE.
AND WE STARTED TO, UM, DO MORE HEALTH FAIRS.
SO I'M SURE YOU'VE SEEN THE WELLNESS TEAM, YOU KNOW, IN THE, IN THE HALLWAY, YOU KNOW, WITH THEIR SPINNING WHEEL.
IF YOU HAVEN'T, WE NEED TO SEE SEAN ABOUT IT 'CAUSE IT'S REALLY FUN.
THEN IN 2022, WE REINTRODUCED THE ONSITE VACCINATION CLINICS.
WE ALSO INCREASED THE FOCUS ON CASE MANAGEMENT OF CHRONIC CONDITIONS.
THAT'S SOMETHING THAT IS DEAR AND NEAR TO OUR HEART TO MAKE SURE THAT WE TARGET THOSE DISEASES THAT, UM, ARE SILENT BUT DEADLY LIKE DIABETES AND HYPERTENSION.
UM, AND THEN IN 2023, WE INTRODUCE MOMS MILLS PROGRAM AND ANOTHER FAVORITE, WE OPENED THE WELLNESS CENTER IN 2023.
SO TODAY, WHERE WE ARE, WE HAVE A LIST OF WHAT YOU SEE IN THE SLIDE OF THINGS THAT WE'VE ROLLED OUT AND THAT WE'LL CONTINUE TO ROLL OUT AS THE YEAR PROGRESSES WITH A WELLNESS CENTER, WE'RE ADDING NUTRITION PROGRAM, WE'RE ADDING COOKING DEMONSTRATION.
WE'RE ALSO INCREASING OUR MOBILE ANNUAL PHYSICAL UNIT LOCATIONS AND TIMES.
SO HAVE AVAILABILITY TO, UM, MORE DEPARTMENTS AND, UH, TO OUR EMPLOYEES.
WE ARE PUTTING MORE FOCUS ON THE CHRONIC CONDITIONS OF OUR POPULATION, AND WE'RE INCREASING OUR BEHAVIORAL AND MENTAL HEALTH, AND WE'RE MERGING EAP EVENTS WITH OUR WELLNESS EVENTS TO MAKE THE EMPLOYEE WHOLE.
UM, AND THEN OF COURSE, UH, ONE OF, ANOTHER ONE OF MY FAVORITES THAT SEAN IS GONNA ROLL OUT IS WHAT WE CALL WELLNESS PRESCRIPTION.
AND THE SPIRIT OF US UTILIZING THE DATA THAT WE HAVE FROM ALL OF OUR PROGRAMS AND PARTICIPATION, WE'RE GONNA TAILOR PROGRAMS FOR SPECIFIC DEPARTMENTS ACCORDING TO CONDITIONS THAT WE SEE IN THE HOPES THAT WE MOVE THAT LEVEL UP ON, UH, THE HEALTH METER FOR, YOU KNOW, FOR OUR EMPLOYEES.
SO WHEN WE TALK ABOUT ALL THESE PROGRAMS AND WE SAY, WELL, WELL WHAT DO WE DO WITH THEM? THIS SLIDE IS AN EXCELLENT TESTAMENT IN MY OPINION, OF THE PARTICIPATION AND HOW THE PROGRAMS ARE RECEIVED FROM ALL OF THE EMPLOYEES.
THIS IS A COMPARISON BETWEEN, UH, CITY OF HOUSTON EMPLOYEES PARTICIPATION WITH CIGNA'S BOOK OF BUSINESS.
CIGNA'S BOOK OF BUSINESS IS THE BLUE BAR, AND THE CITY IS IN THE ORANGE BAR.
SO, YOU KNOW, AS WE, AS WE DEVELOP THESE PROGRAMS AND WE ROLL THEM OUT, THE PARTICIPATION JUST GET GETTING, YOU KNOW, BETTER AND BETTER EVERY YEAR.
SO THEN WHAT HAPPENS WHEN THE PARTICIPATION GETS BETTER? WHERE OUR CLAIM EXPERIENCE GETS BETTER? AND THIS IS HOW WE CAN, YOU KNOW, SEE THAT IN THIS SLIDE.
IF YOU LOOK AT THE CHART TO THE LEFT, WHICH IS THE CIGNA MEDICAL CLAIM EXPERIENCE, IT'S A BUDGET VERSUS ACTUAL COMPARISON.
THE BUDGET IS THE BLUE BAR AND THE ORANGE IS THE ACTUALS.
AND YOU CAN SEE THAT THE ACTUALS ARE ACTUALLY BELOW.
SO ALL OF THE PARTICIPATION AND EVERYTHING THAT WE DO FOR OUR EMPLOYEES AND TRYING TO GET THEM BETTER, THIS IS ONE WAY THAT IT SHOWS BECAUSE OUR CLAIM EXPERIENCE IS, UH, GOING DOWN AND OUR BUDGET IS BEING BASED ON AN ACTUARY STUDY, UM, ACTUARIAL ESTIMATE FROM AN UNDERWRITER.
SO, UM, SO WHEN WE COMPARE IT TO THE ACTUALS, THEN WE CAN SEE, OKAY, WELL THE CLAIMS ARE MATURING, YOU KNOW, ONE WAY THAT WE EXPECT IT, AND THEY'RE COMING OUT ACTUALLY BETTER THAN WE EXPECTED.
AND ON THE LEFT HAND SIDE, WHAT YOU SEE ON YOUR SCREEN IS THE PHARMACY REBATES.
THIS IS ANOTHER FAVORITE OF MINE BECAUSE THIS, THIS ONE IS A PARTNERSHIP TESTAMENT.
SO CIGNA GOES OUT THERE AND THEY FIND ALL THESE COST SAVINGS
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IN TERMS OF PHARMACY, UH, PROGRAMS FOR THE CITY.THAT TRANSLATES INTO HUGE SAVINGS.
THE BLUE BAR IS THE BUDGET AND THE ORANGE LINE IS THE ACTUAL, IT'S ON TOP OF THE BUDGET.
SO THAT GAP ACTUALLY THEN CONTRIBUTES TO THE DECREASE, YOU KNOW, OFFSET OUR CLAIM EXPERIENCE.
AND THIS YEAR, SINCE I'VE BEEN HERE, IS ONE OF THE BEST YEARS BECAUSE WE STILL HAVE ONE QUARTER LEFT TO GO.
AND SO FAR WE'VE RECEIVED 21 MILLION WAY ABOVE WHAT WE EXPECTED.
THEN ANOTHER INITIATIVE THAT WE HAVE IMPLEMENTED IS TO MAKE SURE THAT OUR BENEFIT IS AFFORDABLE TO OUREMPLOYEES.
AND THIS SLIDE, UH, BOTH OF THESE CHARTS IS A TESTAMENT OF THAT WE HAVE MAINTAINED OUR CONTRIBUTION AND WHEN I SAY OUR, OUR CITY CONTRIBUTION IN THE 70% AND THE HIGH SEVENTIES PERCENT, SO OUR EMPLOYEES CAN ACTUALLY AFFORD THE BENEFITS THAT WE HAVE.
AND THEN ON THE CHART TO THE RIGHT, YOU CAN SEE THAT STARTING IN 20 THROUGH 2022, WE HAD ZERO PREMIUM FREE FOR THE LIMITED PLAN RATES FOR EMPLOYEE ONLY TIER.
AND THIS YEAR WE HAVE 35% OF OUR ACTIVE EMPLOYEES.
THEN ON THE CHART TO THE RIGHT, WE'RE GONNA TALK ABOUT, UM, I'M SORRY, CHART TO THE LEFT.
WE'RE GONNA TALK ABOUT SPOUSAL CHURCH, WHICH IS ANOTHER INITIATIVE THAT WE, UM, IMPLEMENTED.
THIS ONE IS NOT A, IS A COST MITIGATION INITIATIVE.
WE ADDED $75 TO THE SPOUSAL TIER FOR EMPLOYEE AND SPOUSE.
THIS IS WHERE SPOUSE IS AT TOO IN 2022.
AND YOU CAN SEE THAT IN 2022 WE ACTUALLY COLLECTED A LOT OF REVENUES AND THEN IT SLOWLY STARTED TO DECLINE AND THAT DECLINE CORRESPONDS TO ENROLLMENT DECLINED AS WELL.
SO IN MY OPINION, AS OF NOW, THE SPOUSES THAT ARE IN THIS PROGRAM, WHICH LET ME BRING YOUR ATTENTION TO THE CHART ON THE LEFT, IS THE SPOUSE'S MAKEUP.
SO IF THE SPOUSE WAS GONNA LEAVE, THEY ALREADY LEFT BETWEEN 22 AND 24.
AND WHAT IS LEFT ARE THE SPOUSES THAT EITHER NEED THE INSURANCE OR THE INSURANCE THAT THEY HAVE SOMEWHERE ELSE IS ACTUALLY MORE EXPENSIVE THAN THE CITY.
AND AS YOU CAN SEE FROM THIS CHART, THE POPULATION, UH, THAT HAS MOST OF THE SPOUSES IS THE CLASSIFIED POPULATION FOLLOWED BY THE MUNICIPAL, UH, PAY GRADE 20 AND BELOW, UH, THAT IS AFFECTED.
THEN LASTLY, NEXT SLIDE PLEASE.
SO IN ORDER TO CONTINUE THE SUCCESS THAT WE HAVE IN PARTICIPATION, MAINTAINING CLAIM EXPERIENCE, MAKING SURE THAT OUR UH, UH, BENEFIT PACKAGE IS AFFORDABLE AND WE CAN ATTRACT EMPLOYEES, WE RECOMMEND THAT WE, UM, WE ARE GONNA, WE COMMIT THAT WE'RE GONNA ENHANCE COMMUNICATION ON TELEHEALTH.
CURRENTLY WE HAVE KELSEY TELEHEALTH AND MD LIVE, BUT AT THE SAME TIME, WE'RE GOING TO CONTINUE THE SPOUSAL SURCHARGE AND FOCUS ON PREVENTION PROGRAM FOR THESE CHRONIC DECISION, UH, DISEASES THAT MIGHT MOVE THE HIGH COST CLAIMS A LITTLE BIT, UM, ON THE HIGH SIDE.
AND THEN ALSO FOOD IS MEDICINE.
WE STARTED WITH MOM'S MEALS AND NOW THIS YEAR WE'RE GOING TO INTRODUCE HELLOFRESH.
SO THAT CONCLUDES THE PRESENTATION.
SEAN, UNLESS YOU WANT TO ADD ANYTHING BEFORE, THANK YOU EVERYONE.
UM, CARLA REALLY COVERED EVERYTHING.
UM, BUT REALLY WE WANNA JUST MAKE SURE THIS BODY UNDERSTANDS OUR COMMITMENT TO, UH, WHAT SHE LISTED HERE ON THIS SLIDE.
SO WHETHER IT'S THE TELEHEALTH, UM, REALLY ATTACKING THOSE CHRONIC CONDITIONS AS WE'RE SEEING A LOT OF OUR CLAIM COSTS ARE COMING FROM THOSE CHRONIC CHRONIC CONDITIONS.
SO WE'RE REALLY IN TUNE WITH THE DATA OF WHAT OUR EMPLOYEES ARE STRUGGLING WITH, THE CHRONIC CONDITIONS THAT ARE PLAGUING US, THE DIABETES, THE HYPERTENSION, THOSE TYPES OF THINGS.
SO A LOT OF OUR PROGRAMMING FOR 2024 AND BEYOND IS GOING TO BE AIMED AT REALLY ATTACKING THOSE, UH, AT THE EMPLOYEE LEVEL.
AND THAT KIND OF GOES BACK TO THOSE DEPARTMENT PRESCRIPTIONS, THOSE WELLNESS PRESCRIPTIONS WE WERE TALKING ABOUT.
SO CREATE, LOOKING AT OUR DATA AND CREATING A WELLNESS PRESCRIPTION FOR EACH DEPARTMENT.
'CAUSE WHAT MAY WORK FOR LEGAL MAY NOT WORK FOR PUBLIC WORKS AND SO ON.
AND SO REALLY FINE TUNING OUR APPROACH TO BE ABLE TO PUT IT TO EACH DEPARTMENT IN A WAY THAT WILL AFFECT THESE NUMBERS, UH, FOR 2024 AND BEYOND.
SO I GUESS WE'LL OPEN IF WE HAD ANY QUESTIONS DURING THIS TIME.
ASSISTANT DOCTOR, CAN YOU TELL, TALK A LITTLE BIT ABOUT WHAT THE PERCENTAGE OF OUR EMPLOYEES FALL INTO THAT HIGH COST CLAIM PERCENTAGE? YEAH, SO WE HAVE THE
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PERCENTAGE, WE HAVE 25%, 26% IS, UH, SPOUSES, AND THEN THE REST WOULD BE OUR ACTIVE EMPLOYEES.SO 60, 70% IS, IS THE OTHER ONE.
AND, AND AS WE, AS WE PUT THE PRESCRIPTION PIECE IN PLACE MM-HMM
FROM YOUR, FROM EITHER ONE OF YOUR PERSPECTIVE, HOW DOES THE CITY BENEFIT FINANCIALLY IF WE'RE ABLE TO LOWER DOWN THOSE HIGH COST CLAIMS? WELL, YOU CAN SEE IN THE, IN THE CLAIMS SLIDE BECAUSE OF ALL THESE, UH, PARTICIPATION, WE ROLL OUT THE PROGRAMS, BUT WE NEED THE PARTICIPATION FOR THE EMPLOYEE TO, UM, COMMIT IN ORDER TO GET HEALTHY.
BUT WHEN THEY DO, AND WE CAN SEE IN THE ENGAGEMENT SLIDE THAT THE ACTUAL COST STARTING TO GO DOWN AND DOWN AND DOWN.
AND SO THOSE SAVINGS ARE REAL AND WE CAN, YOU KNOW, EXPLORE OF IT.
AND THEN EVENTUALLY IF THE TREND MAINTAINS, THEN WE DON'T HAVE TO THEN THE ESTIMATE ON THE ACTUARY AND THE UNDERWRITER CAPTURES THOSE SAVINGS AND IT BECOMES THEN THERE'S A NEW COST FOR THE CITY AS WE MOVE FORWARD.
AND JUST PIGGYBACKING ON THAT, IT ALSO HELPS DECREASE ABSENTEEISM, UM, AND THOSE TYPES OF THINGS AS WELL.
'CAUSE OBVIOUSLY IF OUR EMPLOYEES ARE NOT DEALING WITH THOSE CHRONIC CONDITIONS, THEY'RE ABLE TO BE AT WORK AND BE, UH, YOU KNOW, THEIR MOST PRODUCTIVE SELVES.
SO THAT'S ANOTHER STRATEGY KIND OF SUB STRATEGY, IF YOU WILL, INTO ATTACKING THOSE CHRONIC CONDITIONS.
UM, COUNCIL MC CAYMAN'S OFFICE.
COUNCIL MEMBER CAYMAN WAS UNFORTUNATELY UNABLE TO ATTEND TODAY, BUT SHE WANTED ME TO FIRST EXPRESS HER APPRECIATION FOR HR AND FOR THE CHAIR FOR PUTTING TOGETHER THIS MEETING.
UM, SHE WANTED TO THANK HR FOR EVERYTHING YOU DO EVERY DAY AND THE WORK THAT Y'ALL DID TOGETHER TO HELP PUT FORWARD PAID PARENTAL LEAVE AND THOSE ASSOCIATED BENEFITS.
SHE HAD A COUPLE QUESTIONS SHE WANTED ME TO ASK ON HER BEHALF.
FIRST, DOES HEALTH COVERAGE INCLUDE THINGS LIKE IVF TREATMENT FOR THOSE WHO WANT TO START OR GROW THEIR FAMILY? AND THEN SECOND, HAVE THERE BEEN ANY CHALLENGES WITH THE STATE'S ABORTION BAN WHERE CITY EMPLOYEES HAVE HAD SERIOUS PREGNANCY COMPLICATIONS AND HEALTH INSURANCE HAS NOT PROVIDED DNC OR OTHER NECESSARY PROCEDURES TO PROTECT THE HEALTH OF THE MOTHER? I WILL TAKE THOSE QUESTIONS BACK AND GET YOU A SPECIFIC IN THOSE PLAN DESIGNS.
WE WOULD NOT KNOW A SPECIFIC, BUT THOSE ARE GREAT QUESTIONS THOUGH.
THE, UH, PARENTAL LEAVE MM-HMM
WHAT, WHAT ARE THE DETAILS ON THAT? I'M NOT FAMILIAR WITH IT.
IF YOU COULD, THE PPI POLICY? YES.
UH, SO I, AND DON'T QUOTE ME ON THIS SPECIFICALLY, BUT, UH, WE HAVE ABOUT SIX MONTHS OF LEAVE FOR, UM, PARENTS, WHETHER THE MOM, THE MOM ALSO HAS FMLA AND THE DAD TO ACTUALLY PARTICIPATE, YOU KNOW, MORE ON IT THERE GO.
SO YEAH, THESE ARE HOURS BUILT IN, UM, UNDER THAT LEAVE POLICY.
SO, UM, NEW MOTHERS, NEW FATHERS AND, AND ALSO COUPLES WHO ADOPT ALSO FOR, FOR BOTH ABLE TO TAKE PAID LEAVE FOR BOTH, YOU KNOW, JUST AFTER BIRTH AS WELL AS TIME FOR, YOU KNOW, DIFFERENT DOCTOR'S APPOINTMENTS IN THAT, IN THAT FIRST YEAR OF LIFE.
COULD YOU SEND ME EMAIL, THE, THE EXACT POLICY WHEN YOU CAN CHANGE? OH YEAH, ABSOLUTELY.
ANY OTHER QUESTIONS? OKAY, WELL THAT WAS EFFICIENT,
THANK YOU SO MUCH FOR YOUR TIME TODAY AND, UM, EXPLAINING THE POLICIES WITH US.
AND THANK YOU FOR THE OPPORTUNITY TO SHOWCASE OUR PROGRAM, SO APPRECIATE IT.
AND THERE ARE NO PUBLIC SPEAKERS AT THIS TIME, SO THE MEETING IS ADJOURNED.