Employers must prioritize employee mental health to attract talent, reduce stigma and boost productivity through flexible, supportive and inclusive workplaces!

Officials said health insurance claims and reinsurance reimbursements affected fund balances; the county described a HERO program that offers free GLP‑1 medications to eligible employees who enroll in monthly behavioral supports, with success measured by tapering off the drug and lowering A1C.

Risk-management staff and consultants reported a high year‑to‑date loss ratio (about 94%) after switching medical carriers to Cigna; Cigna’s negotiated offer includes a not‑to‑exceed 10% cap for year two, and the board discussed plan design, incentives to shift employees to a high‑deductible plan, clinic and self‑insurance options.

Bonner County’s Human Resources director told commissioners the county held a biometric screening with 39 attendees, will interview candidates for the vacant planning director post this week, and has sent a revised compensation policy to legal while drafting benefits and volunteer policies.

The Peoria County affairs committee unanimously approved a $146,650 draw from reserves to cover FY25 health insurance shortfalls after staff described a transition to IPBC and higher-than-budgeted employee uptake; the draw is split across three funds.

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Marathon Health and county staff reported a 15% increase in visits, strong patient satisfaction (NPS ~83), and estimated per‑member cost savings for engaged users; presenters recommended modest additional clinical support to sustain outcomes.

Penn Medicine proposed a Lebanon County HealthWorks clinic offering no–co-pay primary care, counseling and on-site medications; the network would cover capital costs and districts would sign a five‑year services agreement with an estimated Northern Lebanon share of about $50,000 per year.