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Commissioner Scurlock stated that if there was only a <br />$3,000 differential, he would prefer to stay with Aetna as <br />he felt the knowledge of how they will perform is worth that <br />much. However, the differential is $20,000, and he, <br />therefore, felt we have no alternative. He pointed out that <br />Gulf Life is dealing through a very reputable agent and they <br />are not really a dark horse. <br />.Chairman Bird agreed that if he could narrow the gap, <br />he also would be inclined to stay with Aetna. <br />Mr .Chalmers stated that he would concede on Plan B <br />there is a $19,000 difference, but he wished to point out <br />there there are some differences in the plans that must be <br />considered: <br />- 1)- the question of.100% co-insurance payment in the second <br />year. The current plan assures an employee that he stays on <br />100% the second year and doesn't have to start all over <br />again on an 80/20 basis, i.e., if you hit the $5,000 level <br />in a given year, you are then on 100% and it carries over, <br />but with Gulf Life it starts all over again the next year. <br />Mr. Chalmers felt that factor is worth between $6,000 and <br />$9,000. <br />2) the area of pre-existing conditions for an employee or <br />his dependents. Mr. Chalmers noted that Aetna has a little <br />different philosophy on this. You obviously don't want to <br />be in a position where you are going to hire a new employee <br />with areal major problem where the County will get stuck <br />with a $100,000 claim, but you don't want to have to hassle <br />the employees too much either. The policy states that if <br />you have a condition you were treated for in the 90 days <br />prior, you have a pre-existing condition and if your <br />expenses go over $4,000, that clause will be invoked. Aetna <br />allows the $4,000, and this eliminates a lot of hassle. <br />Gulf Life does not pay anything in such cases <br />7 <br />54 <br />q U 2 9 1983 BaO <br />