Human Resources

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HRS May Newsletter monthly employee newsletter

  • Sunday, May 8th - Mother's Day
  • Monday, May 16th - Summer Hours begin
  • Monday, May 30th - Memorial Day


This year's Medical, Dental and Flexible Spending Account (FSA) Open Enrollment will begin on April 25 and end May 13.

Important Notes:

  • No increases in employee paid medical/dental insurance premiums for Fiscal Year 2017.
  • This year we have a new FSA vendor, Navia Benefit Solutions.
  • Navia will host educational webinars during the week of April 25.  A recorded webinar will also be available on the OGI website.
  • No need to re-enroll in medical/dental if you're not making changes.

Open Enrollment is the ONLY TIME that you can:

  • Change from one medical plan to another (PPO to Traditional or vice versa)
  • Add previously declined dependent dental coverage.
  • Change your medical and dental premium deductions from post-tax to pre-tax or vice versa without a qualifying event.
  • Enroll in the FSA.  Participation in the FSA is on a year-by-year basis, which means that enrollment does not continue from one year to the next.

To make changes, go online at and click on Employee Self-Service.


OGI is pleased to announce that Navia Benefit Solutions will be our new provider for the flexible spending accounts (FSA) effective July 1.  Navia offers easy ways to access your FSA funds such as a debit card, online claim submission tool, the MyNavia App, and email or mail.

If you have an FSA account with our current vendor, Stanley, Hunt, Dupree, and Rhine (SHDR), your roll-over funds from fiscal year 2016 will remain with SHDR.

FSAs offer a convenient way to save money pre-tax for eligible medical and dependent care expenses.  Flexible spending accounts provide:

  • Immediate tax savings
  • Increased spendable income
  • Greater control over your benefits dollars

You can contribute to either or both the medical and dependent care accounts.  For FY2017 you can contribute a maximum of $2500 for the medical reimbursement account and $5000 for the dependent care account per plan year.

For details about the FSA plans and how they work, please see the Group Insurance website  

Don't forget that open enrollment is the only time during the year that you can sign up for the FSA benefit!


This is an educational webinar to review the State-sponsored FSA plan for medical reimbursement and dependent day care reimbursement accounts.

This webinar occurs on 4/26 (10am); 4/27 (2pm); 4/28 (10am).  Each webinar should last about 30 minutes.

Register now at 


If you're considering retirement, you should contact PERSI for a retirement estimate approximately six (6) months ahead of your desired retirement date.  Then contact PERSI approximately sixty (60) days ahead of the retirement date to request a retirement paperwork packet.  PERSI needs all retirement papers returned no later than the 15th of the month prior to the date of retirement, with the exception of members who retire in September.  Because each year they experience a high volume of September retirements, PERSI ask those members to have their retirement paperwork in by July 15th.


Just a reminder to please look at your list of Irregular Help and Work Study employees that are listed in I-Time and send through Personnel Record Cards for those employees who are not returning for Fall 2016 or who no longer work for your department.


5 tips for dealing with an uncooperative employee

Just a single uncooperative employee can severely limit a group's productivity.  Not only will that person's contribution be affected, but the quantity, and quality, of the other employees' work may suffer as they struggle to finish the job without him.

Use the following guidelines to help you or your supervisors resolve problems with difficult employees:

  1. Act immediately.  Talk to the employee as soon as you're aware of the problem.  Prompt action can help limit the damage to group morale and productivity.
  2. Explain the importance of cooperation.  Tell him why his help is needed.  Point out that cooperation with others is one of his responsibilities.  Give specific examples of the type of behavior you expect, and the consequences if he doesn't comply.
  3. Reaffirm your faith in the employee.  Let him know that you are criticizing his behavior rather than his abilities, and that you still value him as an employee.
  4. Get a commitment for improvement.  The commitment should be for specific changes.  Be sure the employee understands that you expect to see immediate indications that he is changing the way he approaches his work and deals with other people.
  5. Follow up and give positive reinforcement.  The commitment to improve is a good beginning, but you may need to help the employee carry it out.  Observe his actions as he works with others.  Praise any progress he makes.

Source:  The HR Specialist - February 2016 issue.


Julie Vallejo, Mike Collins, Polly Knutson 1st
Kacey Diemert 2nd
Danel Arnzen 3rd
Charmain Steiger 5th
Kristy Johnson, Meleah McCulley 6th
Flavio Rodriguez, Jenna Chambers, Phil Liggins, Ray Esparsen 7th
Andrea Baldus 8th
Mandy Yon 9th
Courtney Forsmann, Rebecca Acree 10th
Randy Puckett 13th
Jim Walker 14th
Pam Walton 15th
Gary Reed, Noreen Peterson 17th
Carry Salonen, Judy Floch 19th
Heidi Benjamin 20th
Jennifer Anderson 21st
Nancy Johnston 23rd
Ray Jacobs, Summer Kibbe 24th
Stacey Wendt 28th

WSA Winner, Cathy Corker!  

"Cathy has been working tirelessly since taking on additional duties in February. She diligently works on budgets and reports to ensure accuracy and usability. I appreciate her attention to detail."