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<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Hi Wayne,<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Good point, and I’ll bring up another consequence: I
know of several UI employees who had always been able to provide health
insurance for their families (particularly children) through the UI who can no
longer afford to do so. Indeed, the benefits person I spoke with told me <b>she</b>
was unable to afford to cover her husband!<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>With respect to the children, some of those children are now
covered through another parent by a different employer . . . and some are
simply uninsured, as are some spouses. Either way, the fact that some UI employees
can no longer afford to purchase health insurance -- or meaningful health
insurance – for their families through their employer makes the UI a very
FAMILY UNFRIENDLY employer.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>This practice of making it financially impractical for employees
to provide health insurance for their families is also a prime example of why
there’s such a health care crisis -- and a health insurance crisis –
in this country.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>One other point: the UI has a “if you cover one
dependent, you must cover all dependents” policy. What this means
is that some employees with families are forced to pay premiums for coverage
the UI will likely never pay a thin dime on, which further erodes the wages of
some employees.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Let’s say I work at the UI and have a child. My
husband has great health insurance through his employer, but there’s no
coverage for dependents, so I want cover my child through my employment with the
UI. The UI, however, won’t allow me to do so UNLESS I also cover my
husband who already HAS insurance. I’m assuming everyone knows it’s
significantly less expensive to insure a child than a spouse, yet the UI would
force me to pay to cover my already insured husband in order for me to be able
to cover my child.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Additionally, because the UI (or perhaps BCI – I don’t
know which entity is responsible for the change) has moved from coordination of
benefits to maintenance of benefits, the UI will greedily collect the premium
from me for my husband even though they won’t ever pay a claim for him.
What a racket!<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>It’s a racket, BTW, that makes statistics look better, and
it’s a racket highly paid benefits consultants have learned to distort for
their clients. The same racket applies to a policy of pricing insurance
coverage such that employees can’t cover their families, or are financially
forced into high deductible plans: those highly paid benefits consultants
don’t give a rip if that’s shifting health care costs to other
employers in the community . . . or to all of us in the form of uninsured
health care costs. Their purpose is to show employers how to “manage”
-- cut back -- <b>their</b> costs to justify the consultant’s high
compensation, which takes away funds that would otherwise be available for
things like <b>actual</b> employee benefits, jobs, or academic program
preservation. <o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>And, when I say “highly paid” benefits consultants,
perhaps folks would be interested in knowing that the UI estimated paying its
current benefits consultant (Buck Consultants) a whopping $250,000.00 for FY09
alone. It’s a continuing contract, so that’s <b>not</b> a
one-time expense, and there was another highly paid benefits consultant before
this one.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>It troubles me <b>greatly</b> that the UI has become the kind of
employer that apparently looks at the erosion of employee and family health
care benefits as a fair-game to save money.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>For those who don’t know, funding for state employee health
care benefits comes from the State: the State provides $8,440 per year
per full-time employee. That rate is the same whether the state employee
works for the UI, for BSU, for LCSC, or for any other state agency.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Which brings me back to the question of why UI employees –
especially those with families – are at such a distinct financial disadvantage
when it comes to health insurance?! The State has managed to <b>continue</b>
to successfully negotiate a complete range of <b>affordable</b> insurance
options for employees – those with and without families – running
the gamut from “traditional” health insurance to good PPO coverage
to CDHC (aka, high deductible) coverage. Their skill, or the larger pool,
or whatever has served employees in the state pool well while whatever path the
UI has followed hasn’t, particularly for employees who receive lower compensation,
are older, have health challenges, or <b>have families</b>.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Saundra Lund<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>Moscow, ID<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>The only thing necessary for the triumph of evil is for good
people to do nothing.<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>~ Edmund Burke<o:p></o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><b><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'>***** Original material contained herein is Copyright 2009
through life plus 70 years, Saundra Lund. Do not copy, forward, excerpt,
or reproduce outside the Vision 2020 forum without the express written
permission of the author.*****<o:p></o:p></span></b></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<p class=MsoNormal><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";
color:#1F497D'><o:p> </o:p></span></p>
<div>
<div style='border:none;border-top:solid #B5C4DF 1.0pt;padding:3.0pt 0in 0in 0in'>
<p class=MsoNormal><b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'>From:</span></b><span
style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'> Wayne Price
[mailto:bear@moscow.com] <br>
<b>Sent:</b> Tuesday, October 06, 2009 7:57 AM<br>
<b>To:</b> Saundra Lund<br>
<b>Cc:</b> 'Paul Rumelhart'; 'Moscow Vision 2020'; 'Rosemary Rose Huskey'<br>
<b>Subject:</b> [Vision2020] ID Public Records Law: UI<o:p></o:p></span></p>
</div>
</div>
<p class=MsoNormal><o:p> </o:p></p>
<p class=MsoNormal>Saundra,<o:p></o:p></p>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal>Your message below has also brought up another unintended
consequence that has resulted from the insurance problem - Law suits!<o:p></o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal>"<span style='color:#040204'>And, even for those able
to make minimal contributions to an HSA, they may</span><o:p></o:p></p>
</div>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<div>
<p class=MsoNormal><span style='color:#040204'>never get ahead. All it
may take is your kid falling of his bike & breaking<br>
his arm, or your daughter getting hit by a softball & needing stitches, or
a<br>
slip on the ice, or an asthma attack to wipe out the little saved . . . and<br>
a good chunk of you annual salary to boot."</span><o:p></o:p></p>
</div>
</blockquote>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<p class=MsoNormal>A slip on the ice and underinsured? Result is to sue the
property owner. Who threw the softball that resulted in little Susie
needing stitched up? Sue them.<o:p></o:p></p>
<div>
<p class=MsoNormal>Billy falls off his bike due to an uneven sidewalk - Sue the
property owner!<o:p></o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal>Folks that would normally just shake off the incident don't
anymore. Because of the lack of insurance (or under insured) the solution is
sue them.<o:p></o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal>Wayne<o:p></o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
<div>
<p class=MsoNormal><o:p> </o:p></p>
<div>
<div>
<p class=MsoNormal>On Oct 6, 2009, at 1:07 AM, Saundra Lund wrote:<o:p></o:p></p>
</div>
<p class=MsoNormal><br>
<br>
<o:p></o:p></p>
<div>
<p class=MsoNormal>Hi Again Paul,<br>
<br>
You wrote:<br>
" I'm not quite sure why my ginormous and presumably unearned salary has<br>
become such a big issue. I was letting you know that there are at least a<br>
few situations where people are happily saving money on this plan."<br>
<br>
A couple of points.<br>
<br>
I'll say *again* I'm truly glad Plan H is working well for you. As a
member<br>
of the UI community, I would certainly hope you would wish the same for the<br>
UI employees -- that they have affordable access to health insurance that<br>
works well for them -- who can afford nothing BUT Plan H that ISN'T working<br>
well for them.<br>
<br>
And, I apologize if it sounded like I was picking on your salary -- that<br>
wasn't my intention. I don't know what you make, and until your response,
I<br>
didn't know you had no dependents, either. When I first started looking into<br>
the whole health insurance debacle in this country, I learned that rural<br>
parts of the country face unique challenges with respect to both health<br>
*care* and health *insurance*. Looking for an easy quick & dirty<br>
comparison, I thought I'd compare UI & BSU. The results were
shocking, and<br>
not in a good way. I then thought maybe I'd best check out ISU so I<br>
wouldn't have a sample of one that could very well be skewed. When the<br>
rates were identical, I checked out LCSC only to see that they have the same<br>
excellent choices and prices as the other two, and that's when I learned<br>
that the reason for the excellent choices and prices are because they are<br>
part of the state pool.<br>
<br>
Clearly, UI employees ***with families*** are at a HUGE financial<br>
disadvantage with respect to health insurance, and that became my refrain.<br>
<br>
However, the more I asked questions and talked to UI employees, the more I<br>
heard that it's *not* just UI employees with families -- single employees<br>
are unhappy, too, particularly those towards the bottom of the<br>
university-wide compensation spread. If you're above that level, congrats<br>
and I'm happy to assume you earn your salary just the same as the cleaning<br>
specialist who's earning $21,000 a year :-)<br>
<br>
I don't know how old you are, but allow me to point out that living on Ramen<br>
noodles and pancakes is an entirely different thing when you are in your 20s<br>
than when you are in your 40s . . . or older.<br>
<br>
It sounds like Plan H is a really good fit for you, but if you've kept up<br>
with the health care debate, you surely understand that HSAs really *aren't*<br>
appropriate for a great many people, yet that turned out to be the *only*<br>
affordable option for a lot of UI employees. You may also know that the<br>
whole CDHC theory is hotly debated, and HSAs are perceived to be a<br>
cornerstone of CDHC. I think for people who WANT to take the risk with
what<br>
is modified catastrophic only coverage, that's their choice; however, I<br>
vehemently disagree with a large employer like UI pricing the vast majority<br>
of employees with families out of anything BUT a high deductible HSA plan.<br>
It's just completely immoral, IMHO.<br>
<br>
But, let's get back to my main point, please: what on earth is going on<br>
that UI employees are at such a HUGE health insurance disadvantage compared<br>
to other state employees?! If the 25,000+ state employees -- including<br>
those just 30 miles away at LCSC -- were all in the same boat, that would be<br>
one thing, but employees in the state pool are at a distinct advantage when<br>
it comes to health insurance. In addition to the real-life difference
this<br>
makes to UI employees, it's also harmful when it comes to recruiting faculty<br>
and staff, which isn't good for the UI community.<br>
<br>
You also wrote:<br>
"If you are putting money into the HSA, then you will have some in the<br>
account that can be used when trying to meet your higher deductible. I<br>
understand that the first year is a crap shoot - you may need to pay $X when<br>
you have yet put that much into the account."<br>
<br>
But, Paul, that's a big IF in your first sentence. Quite a few of the<br>
people I know who were financially forced into Plan H aren't able to benefit<br>
much -- if at all -- from the HSA because they just can't afford to<br>
contribute -- or contribute much -- to an HSA. Rewind to my example of a<br>
single parent with two children with a gross pay of $40,000 and tell me how<br>
much you realistically think he or she could contribute to an HSA. We
know<br>
there are more than a few UI employees who qualify for food stamps, for<br>
Pete's sake -- it's not difficult to understand how those in that situation<br>
just can't contribute to an HSA, is it?<br>
<br>
And, even for those able to make minimal contributions to an HSA, they may<br>
never get ahead. All it may take is your kid falling of his bike &
breaking<br>
his arm, or your daughter getting hit by a softball & needing stitches, or
a<br>
slip on the ice, or an asthma attack to wipe out the little saved . . . and<br>
a good chunk of you annual salary to boot.<br>
<br>
You also wrote:<br>
"What are the differences in coverage between Plan A and Plan H? I'm
not<br>
trying to claim that Plan H is better, I simply don't know."<br>
<br>
Ron sent you the link, so you can check that out, but I'll throw out a<br>
couple of examples for those who just want a quick glimpse. The deductibles<br>
are dramatically different with Plan A being a heck of a lot better ($350<br>
individual / $1050 family aggregate), and Plan B being even better ($175<br>
individual / $525 family aggregate), and Plan H sucking ($1150 single /<br>
$2300 family). Of course, the employee premium is higher for Plans A
& B.<br>
<br>
But, there are other very real differences as well. For those able to<br>
afford Plan A (or Plan B) premiums, they can see a doctor if they get sick<br>
for a very reasonable *pre-deductible* co-pay. For those on Plan H, you
pay<br>
EVERYTHING (except wellness/preventative care) *until* you meet the<br>
deductible.<br>
<br>
For those able to afford Plan A, should you or a family member need an<br>
ambulance, it will only cost you a $50 *pre-deductible* co-pay. For those<br>
with Plan H, you'll pay the entire amount unless or until you've met the<br>
deductible, and then insurance will cover 70% of UCR costs.<br>
<br>
And, of course, the coverage levels are less for those with Plan H even once<br>
the deductible is met. For someone with Plan A or (B), you have a $25 (or<br>
$15) co-pay if you have to go to the QuickCare; that same visit will cost<br>
someone with Plan H about $41 IF they have met the deductible. Generally<br>
speaking, Plan A pays 80%, Plan B pays 90%, and Plan H pays 70%.<br>
<br>
OTOH, the family out-of-pocket maximums are lower for those on Plan H than<br>
for those on the UI's Plan A.<br>
<br>
Paul, both Rose & I have tried to get stats for many of the questions
you're<br>
asking. Previously, statistics were readily available; now, the UI acts<br>
like you are asking for top secret information when you ask. Frankly, if<br>
the UI wants to act secretive and suspicious -- and to tell different<br>
stories to different audiences -- I'm going think there's a reason for the<br>
complete lack of transparency until proven otherwise.<br>
<br>
You also wrote:<br>
"It's my understanding that we haven't been on the State plan for years,
if<br>
ever. What would we have paid if we had stayed with Regence?"<br>
<br>
According to the Benefits person I spoke with, the UI has never been in the<br>
state pool. My understanding is the question has arisen periodically -- I<br>
think someone has asked it at every Open Enrollment meeting I've attended --<br>
and the explanation has always been that it would be disadvantageous to UI<br>
employees because we are a healthier pool.<br>
<br>
Clearly, that explanation hasn't held any water for at least the last two<br>
years yet it continues to be the explanation offered.<br>
<br>
I don't know what the premiums would be had we stayed with Regence because<br>
the UI jumped ship for FY04, IIRC.<br>
<br>
However, I can tell you that the City of Moscow has Regence as their<br>
carrier, and they are looking at a 4.5% premium increase. The City<br>
apparently covers the cost for employees as well as 50% of the cost for<br>
dependents, if I correctly understood Mr. Riedner's comments in the<br>
9/28/2009 Administrative Committee meeting. Because employees didn't get<br>
raises, the City is proposing to absorb the 4.5% increase so that employees<br>
don't see their wages eroded, and I say KUDOS to the idea.<br>
<br>
Of course, I don't know what City employees pay in premiums or details of<br>
the coverage, but I sure hope our hard-working City employees have better<br>
coverage than the two-thirds of hard-working UI employees stuck with the<br>
high deductible Plan H.<br>
<br>
Again, if all state employees were in the same rotten boat as UI employees,<br>
that would be one thing, but they aren't. State employees have two<br>
infinitely more affordable health insurance options in addition to an<br>
affordable high deductible plan where one could CHOOSE to individually
open<br>
an HSA, if I correctly understand the regulations (no guarantee there!).<br>
<br>
If you -- or anyone else -- has read this far, thanks :-)<br>
<br>
<br>
<br>
Saundra Lund<br>
Moscow, ID<br>
<br>
The only thing necessary for the triumph of evil is for good people to do<br>
nothing.<br>
~ Edmund Burke<br>
<br>
***** Original material contained herein is Copyright 2009 through life plus<br>
70 years, Saundra Lund. Do not copy, forward, excerpt, or reproduce
outside<br>
the Vision 2020 forum without the express written permission of the<br>
author.*****<br>
<br>
<br>
-----Original Message-----<br>
From: Paul Rumelhart [<a href="mailto:godshatter@yahoo.com">mailto:godshatter@yahoo.com</a>]
<br>
Sent: Monday, October 05, 2009 7:21 PM<br>
To: Saundra Lund<br>
Cc: 'Wayne Price'; 'Moscow Vision 2020'; 'Rosemary Rose Huskey'<br>
Subject: Re: [Vision2020] ID Public Records Law: UI<br>
<br>
Saundra,<br>
<br>
I had every confidence that you had crunched the numbers. I just wanted <br>
to know what plans and what options. More below.<br>
<br>
Saundra Lund wrote:<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>Paul wrote:<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>"Where does the $191 per pay period number come from?
Which plan, what<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>options?"<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><lots of great information snipped for brevity><br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>Paul, I'm truly glad the CHOICE you made to go with Plan H
is working for<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>you, but I would certainly hope you've not lost the humanity
to understand<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>that people who earn half what you make feel very differently
about being<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>financially forced into Plan H. Extend yourself, Paul,
and talk to<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>someone<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>at the UI whose gross pay is $25,000 per year, and ask them
how easy it is<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>for them to make ANY contribution to the HSA or to meet the
$1150<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>individual<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>/ $2300 family deductible. Then, find a single parent
(and there are more<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>than a few) at UI whose gross pay is $40,000 per year, and
ask that parent<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>how Plan H is working for them.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><br>
I'm not quite sure why my ginormous and presumably unearned salary has <br>
become such a big issue. I was letting you know that there are at least <br>
a few situations where people are happily saving money on this plan. <br>
The amount I put away into the HSA was factored into my resulting $3 <br>
health care payment.<br>
<br>
I started working at the U of I making minimum wage, so I know something <br>
about eating Top Ramen and pancakes to get by. Not real poverty by any <br>
means, but not the country club atmosphere you seem to believe I've <br>
insulated myself with.<br>
<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>In short, it's NOT. Because they can't AFFORD real
insurance like Plan A<o:p></o:p></p>
<p class=MsoNormal>or<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>Plan B where you can see a doctor for an affordable
pre-deductible co-pay,<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>they can't AFFORD to see doctors for things like bronchitis
or pneumonia<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>or<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>ear aches or strep -- or headaches that may be a symptom of
hypertension<o:p></o:p></p>
<p class=MsoNormal>--<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>without becoming unable to afford to EAT or pay their rent
or put gas in<o:p></o:p></p>
<p class=MsoNormal>the<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>cars to get to work or pay child care so they can work.
I know several UI<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>employees who have had to stop taking medication for chronic
health<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>conditions because they can't AFFORD to pay the entire
monthly cost of the<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>medication until they meet the deductible :-(<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><br>
Of course the landscape changes if you have dependents, or if you have <br>
chronic ailments, or if you have other drains on your bank account. I <br>
agree with that.<br>
<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>I can also tell you, Paul, that even the single Plan H UI
employees I've<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>showed the costs to would much rather pay $30 per month for
that PPO<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>coverage or $37 per month for traditional coverage than to
be stuck with<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>Plan H.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><br>
Perhaps I'm unique then. I like plan H. I made it through the first
<br>
year, so I now have enough in my HSA to cover my deductibles. I like <br>
the lower ceiling. I go to the doctor only when I have to anyway, I'm <br>
covered if something horrible happens, and I pay less than I do for my <br>
parking permit for it. I have an account that, gods willing, I can use <br>
as an extra retirement account someday. Or as a source of needed cash <br>
if I do have something tragic happen to me.<br>
<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>It's a damn shame that UI employees are getting totally
SCREWED on health<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>insurance while those in the state insurance pool continue
to be offered<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>real and affordable health insurance.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>And, here's another little factoid the UI isn't talking
about: when<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>people<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>can't AFFORD to go to the doctor when they are sick, they
are far less<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>likely to take advantage of wellness/preventative care
benefits. So, for<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>all those UI employees -- and their families -- who were
financially<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>FORCED<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>into Plan H, the wellness/preventative care benefit most
likely won't pay<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>off over time by helping keep health care costs down as
intended.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>Paul, I don't have statistics for this year because the UI
has become less<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>and less transparent about the information over the last
couple of years,<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>but I can tell you that for CY08, something like 67% of
employees went<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>with<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>Plan H, 26% were able to afford Plan A, and only 7% could
afford Plan B.<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><br>
Without taking this as an attack or anything, what does the Plan H <br>
participant pay compared to the Plan A participant if they take full <br>
advantage of the HSA? Just to get the numbers. If you are putting <br>
money into the HSA, then you will have some in the account that can be <br>
used when trying to meet your higher deductible. I understand that the <br>
first year is a crap shoot - you may need to pay $X when you have yet <br>
put that much into the account.<br>
<br>
What are the differences in coverage between Plan A and Plan H? I'm not <br>
trying to claim that Plan H is better, I simply don't know.<br>
<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>And, to show you just how completely out of touch UI
administration is<o:p></o:p></p>
<p class=MsoNormal>with<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>the financial realities for their employees, they thought
the reason for<o:p></o:p></p>
<p class=MsoNormal>the<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>"success" of Plan H was because they
"actively marketed" it. <snort> How<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>they can remain oblivious to the fact that Plan H is the
ONLY coverage<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>many<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>employees can afford is a mystery to me, particularly since
employees<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>certainly haven't been quiet about it!<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>Paul also wrote:<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>"I don't know if we can get these numbers, but it would
be nice to know<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>what<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>LCSC pays average per employee compared to the U of I.
That might be<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>something we can sink our teeth into."<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>I really don't think that would be helpful because they are
fortunate to<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>be<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>in the state pool. What you'd want to see is the
average pay of those in<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>the state pool compared to the average UI employee.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>In looking back through all the meeting minutes, it's a
CRUEL JOKE that UI<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>employees have been told at every turn it wouldn't be
advantageous for the<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>UI to participate in the state insurance pool because UI
employees are a<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>healthier pool and we'd see our costs go up were we to join
the state<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>pool.<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>In fact, when questioned in ***2007*** Lloyd Mues offered
the same<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>explanation yet again and added that the state pool rates
wouldn't look as<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>good come ***July 1, 2008*** as they then looked.
Fortunately for all the<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>state employees -- and unfortunately for UI employees --
Mues was wrong,<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>wrong, wrong.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>For any who are interested in seeing for themselves the
details of the<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>coverage those in the state pool are offered, check out:<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><a href="http://adm.idaho.gov/insurance/contracts.htm">http://adm.idaho.gov/insurance/contracts.htm</a><o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>For FY10, check out:<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal><a
href="http://adm.idaho.gov/insurance/grp/contracts/FY2010/GI_Handbook_Summary_FY20">http://adm.idaho.gov/insurance/grp/contracts/FY2010/GI_Handbook_Summary_FY20</a><br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>10_final_CCD.pdf<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>Current rates are on page 14.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>State pool rate increases positively pale in comparison to
what my family<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>has seen with the UI in recent years. Our family
premiums increased 23%<o:p></o:p></p>
</blockquote>
<p class=MsoNormal>for<br>
<br>
<o:p></o:p></p>
<p class=MsoNormal>FY07 (7/1/2006 - 6/30/2007). We then had a WHOPPING
69% premium increase<o:p></o:p></p>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>effective 7-1-2007, and we *would* have had another 70%
premium increase<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>just six months later effective 1-1-2008, but that's when we
were<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal>financially forced into Plan H.<o:p></o:p></p>
</blockquote>
<blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'>
<p class=MsoNormal><o:p> </o:p></p>
</blockquote>
<p class=MsoNormal style='margin-bottom:12.0pt'><br>
It's my understanding that we haven't been on the State plan for years, <br>
if ever. What would we have paid if we had stayed with Regence?<br>
<br>
Paul<br>
<br>
<o:p></o:p></p>
</div>
</div>
<p class=MsoNormal><o:p> </o:p></p>
</div>
</div>
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