Healthcare Proposal

Factors Considered

Forecasted increase in healthcare cost vs. what increase in cost the companies are willing/able to pay require adjustments in benefits and/or cost sharing.
No elimination of benefits for any member.
Fairness and choice are the keywords in approach to healthcare benefits.
Members should decide which level of coverage they wish to receive and pay a premium share based on that level of coverage.
Bad habits cost more in benefits. (high subsidized group)
Uninsured spouses cost more in benefits. (high subsidized group)
Family coverage at 25 hour ave. (high subsidized group)
Maintain the Early Retirement Incentive Program (ERIP).

Participants elect which benefit plan they choose to be in for next plan year based on the current eligibility guidelines.
Only on each enrollment period thereafter could participants switch benefit plans and only within the eligibility guidelines.
If no election of benefit level is made at enrollment default to Plan C.
Change Plan A Inpatient hospital coverage to 90%.
Change Plan C office visits to $15/$20.
Change Plan A prescription benefits to match Plan B and C.
ERIP windows, one four month window (January, February, March, April) and one three month window (August, September, October).
Grandfathered participants with family coverage eligibility working less than 32 hour average would only be eligible for employee plus coverage under Plan C or B.
Spousal coverage (with no spousal employer coverage) would be a paycheck deduction forwarded to the fund.
Draw reserves to estimated 4 months as of 5/31/2016.
Union to determine additional benefit changes to meet contribution rates.