[{"_1":2,"_123":-5,"_124":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87,99,111],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",5966620,"mediaKeyId","5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9","parentId",5878973,"title","Brunswick Breeze microtransit sees heavy early use; city asks Glynn County for $150,000 investment","audioSeconds",1159,"startMs",380000,"endMs",1539000,"viewUrl","/Search/View?dp=1&key=5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9&start=380&end=1539","thumbnailUrl","https://assets.pipeline.soar.com/5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9/thumbnail_380000.jpg","articleUrl","/articles/5966620/Glynn-County/Georgia/Brunswick-Breeze-microtransit-sees-heavy-early-use-city-asks-Glynn-County-for-150000-investment","mediaUrl","https://secure.pipeline.soar.com/5966620-270c1880309355cdd3e7cfdbadfa17ac/orig.mp4?Expires=1770612632&Signature=bmNnlASRLEEmh5y2MWgUOBYuxwDKrw6rSxjcqEVAG8-A3tL1AIu3HRtPRf-H0gKmlE18N9H~gUDyx4flNrTHBBD~ohBKIx~wEr1sgZylkkfFKqSEpOyBmdoEyYtQrpMm6uG6BttDJcXqtsiLhQnDSlXi0QK5x6RY4sBgUlIdxJTR5eivWQp~lgqTZtn1NN2CpKRSc3q~KIxTw9B880MYWBxIiykz3Tp6BJdRQ5tOHUq52oljEKkDy1DonJtEfaRVXRLOW99elm80tXqnyJm14D2zoXFEoXLIT2qrfWAPZZ64-RcT0N31eqgRtiwtoNmYahaVM8w0XpPaWGcAYfnWfA__&Key-Pair-Id=KUT5TJCACFTXG","author","Glynn County (Glynn County, Georgia)","date","2025-10-06T00:00:00Z","article","Brunswick city officials told the Glynn County Board of Commissioners on Oct. 6 that the Brunswick Breeze microtransit service, launched Sept. 16, has drawn heavy early use and that the city will ask the county to invest $150,000 this year to expand service hours and coverage.

City Manager Regina McDuffie said the city is running a promotional period through Nov. 16 offering free rides and has seen “tremendous demand for our system.” She told commissioners the service averaged about 182 rides a day during its first 20 days and recorded 3,632 rides in that period.

The matter matters to Glynn County because many riders are county residents and county commissioners said a county investment could extend hours and service into more rural districts. McDuffie and commissioners described the system as especially useful for seniors, students and health-care access and said expanded hours would require additional county funding and a renegotiated agreement with the private operator.

McDuffie gave operational and fare details: she said the promotional free rides run through Nov. 16, after which standard fares will be $3 or less (she also referenced Nov. 13 in one remark); airport trips will be $12; students, seniors and military will see a discounted fare of $2; children 12 and under ride free when accompanied and 13-year-olds may ride alone; additional riders are $1 each. She said the system’s posted service hours are Monday–Thursday 6 a.m.–9 p.m., Friday–Saturday 6 a.m.–10:30 p.m., and Sunday 8 a.m.–8 p.m.

On usage and performance, McDuffie said the first 20 days showed an average ride duration of about 15 minutes (roughly 5 miles), a 60% share-ride rate and a 4.8-star average review from about 684 reviewers. She said 66% of rides recorded an origin or destination outside the Brunswick city limits and that popular stops include Walmart, the hospital and local schools. McDuffie said customer service is available at a downtown center at 503 Mansfield and by phone, and that the contracted operator leases and maintains vehicles under the third‑party contract so direct vehicle maintenance costs would not fall to the county unless service hours were expanded.

Commissioners pressed for additional detail on who is using the service. A college representative, Dr. Evans, told the board students have used the service heavily and suggested designated pickup and drop‑off points on campus because drivers were repeatedly circling parking lots. An unnamed commissioner representing District 4 said “micro transit enhances the quality of life” for seniors and workers and urged county participation. A commissioner from a rural district noted the current routing does not serve that district and asked whether county investment would permit rural expansion; McDuffie said rural service could be added with additional dollars and through negotiations with the operator and rural transit partners.

McDuffie said the city hopes the county will “buy into” the system and that a county investment could warrant renegotiating the contract and creating a joint governance mechanism to set hours, fares and routes. She asked staffers to bring specific cost and usage data back to the board; commissioners agreed to convene a small working group of commissioners and staff to explore options.

Next steps: city staff will return with more detailed ridership, demographic and cost figures, and commissioners asked county staff to meet with city representatives to draft possible intergovernmental terms if the county considers funding. No formal county funding decision was made at the Oct. 6 meeting.","mediaType","Video","parentTitle","County Commission Special Called Work Session 10/6/2025","oneSentenceSummary","City officials reported strong early demand for the Brunswick Breeze microtransit system and requested a $150,000 county investment to expand hours and service; commissioners asked for follow-up data and a joint negotiating team.","taxTitle","Glynn County, Georgia","taxId",28533,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5966618,"Nationwide presents retirement income option to Glynn County employees; board hears details of 6% high‑watermark feature",764,1566000,2330000,"/Search/View?dp=1&key=5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9&start=1566&end=2330","https://assets.pipeline.soar.com/5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9/thumbnail_1566000.jpg","/articles/5966618/Glynn-County/Georgia/Nationwide-presents-retirement-income-option-to-Glynn-County-employees-board-hears-details-of-6-highwatermark-feature","https://secure.pipeline.soar.com/5966618-bfc03d98a65f21d1f6aeb2316222610f/orig.mp4?Expires=1770612632&Signature=aBMy0YXi~BOdVjuww4w7AzJQDm1ACxg5E8dLPXKoNLg5VTEOzV0t9R9O3z~79PPLPM2OL6cvCr3txxYLbRblAMyziPBejM2x9EAa~bJOpewcgPyBXPI4I3XEmPq2ks8pyfXHQ5GeNvswG40B0DoT2wfvrjGdvGSBT2IH2tjcKMrKK4vbe4H~7gbsPXaL9R~Ffmg5~6gZOUiVNyA0NekaQ75sZz1eLEyvxu6Wb1FIdD-bKnq7W3WwYUutvH2VtgsCe8s2aNx5o1tuvKVUnuZgqWWLXJp708hd7hI794JirI8g7BpTDCulVTjKwfSr9iruHZ0raleXg-AcBA~245VOGA__&Key-Pair-Id=KUT5TJCACFTXG","Nationwide told the Glynn County Board of Commissioners on Oct. 6 that it can add a “retirement income builder” to the county’s defined‑contribution plan that uses a quarterly high‑watermark to lock in income value and would target a 6% annual income crediting rate for participants who activate the feature.

Dwayne Pollock, the county’s human resources director, introduced Nationwide’s presentation and emphasized the enhancement applies only to the defined‑contribution plan for employees who began after 2020 and does not change the county’s existing defined‑benefit pension.

Nationwide presenter Robert Wilson described the product as a lifetime‑income feature that works alongside existing target‑date funds by replacing a portion of the plan’s fixed‑income allocation with a vehicle that locks in high‑watermark income values quarterly. Wilson said the feature is designed “for individuals who want to use their investments for income” and that participants may choose whether to activate the lifetime income at retirement; he said activation typically can begin at about age 65.

Wilson explained the mechanics in plain terms: the underlying investment account continues to fluctuate in market value, but the product periodically locks a higher income value for participants. He gave an illustrative example in which a participant with a $600,000 account would receive about $36,000 per year under the 6% crediting assumption if they activated the income builder at the locked high‑watermark. He also said the product is liquid and portable, participants can stop or start the income feature, and that the offering is not an annuity in the sense of eliminating liquidity or imposing surrender penalties.

Wilson acknowledged an extreme downside scenario: “If the underlying investor, their market value went to 0 for some reason, then what would happen is when they were getting 6%, the remainder of the life of their life, it would drop down to 4 and a half” percent — a contingency he said would occur only if a participant’s account were exhausted.

HR Director Pollock and a staff member identified as Tamara clarified that the county currently operates both a defined‑benefit pension and a defined‑contribution plan, and that this enhancement would be an optional add‑on for employees in the defined‑contribution plan. Pollock said the administration work to implement a fund switch is straightforward because the plan’s recordkeeper is already equipped to add the option.

There was no formal vote. Pollock said staff will continue to evaluate the feature and answered technical questions from commissioners; Nationwide said the product is intended to decrease retirement income volatility and increase the likelihood of participants retiring with stable lifetime income. No changes to the county’s defined‑benefit pension were proposed at the meeting.","Nationwide described a retirement-income enhancement for the county’s defined-contribution plan that would provide a lifetime income feature using a quarterly high‑watermark and an expected 6% income crediting mechanism; HR clarified it applies to defined‑contribution participants, not the county’s defined‑benefit plan.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_47":93,"_49":94,"_51":95,"_53":96,"_55":56,"_57":58,"_59":97,"_61":62,"_63":64,"_65":98,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5966613,"County staff outline move to direct contract with Southeast Georgia Health System using Nomi Health; ASR proposed as TPA",751,2340000,3091000,"/Search/View?dp=1&key=5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9&start=2340&end=3091","https://assets.pipeline.soar.com/5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9/thumbnail_2340000.jpg","/articles/5966613/Glynn-County/Georgia/County-staff-outline-move-to-direct-contract-with-Southeast-Georgia-Health-System-using-Nomi-Health-ASR-proposed-as-TPA","https://secure.pipeline.soar.com/5966613-56a2c053b92e027cae238f36747713a7/orig.mp4?Expires=1770612632&Signature=jO3XeUZpjEz1yx7poLLjRHeeRmiSr8TPcwtYiG-6zZ6aypIyM-xYf5gnbpu0g2k9YY6jKdIdlP5E2yUMNFUDEHxo8zqx6KY9tAOCKRZUyw2rmOmCf9oBROb8K4qsCLn3jIuUJhLPS0WUDCv4K6-JzySPgQt6o~PdjAsIgJMii-QG4NatssYnhkzXRduX7gXnFco8OkiwmMnPg0eDr46TP1r7WIXmfv2emBPNu8iHB7J4usfgwwEvnKzoYSvx3KixBp0fJeGOryyIZSQAxaMTV83xNLJTYDUpI-0HVi59a6zXSIBOY4NLEGsd~PSb1rMWVXrZ9-KskHS8HJnKaGVFcQ__&Key-Pair-Id=KUT5TJCACFTXG","County benefits staff and brokers told the Glynn County Board of Commissioners on Oct. 6 that the county intends to change its health‑plan design for 2026 by moving toward a direct contracting model with Southeast Georgia Health System managed through Nomi Health and administered by a proposed third‑party administrator, ASR.

John Laguey of MSL Benefit Group (presenting for the county broker) and Scott Williams of Nomi Health outlined the rationale: they said direct contracting can produce deeper provider discounts, reduce patient out‑of‑pocket barriers to care (Nomi proposed a 0‑deductible, 0‑copay design inside a tier‑1 network), and decrease claims paid under the large regional carrier arrangement.

The presenters said the county has used Anthem Blue Cross Blue Shield as administrator for years and that a switch to direct contracting is not possible under the current Anthem contract. For 2026 the county plans to use ASR as third‑party administrator, maintain a broad PPO network as a secondary (tier 2) option, and operate a tier‑1 network comprised of Southeast Georgia Health System facilities and providers. Presenters said pharmacy would remain carved out with the county’s current vendor (described at the meeting as RASI/Veracity in different remarks), and that stop‑loss renewal pricing is still being finalized; early stop‑loss indications showed a possible 15% increase under the existing carrier (Voya) with a more competitive option nearer 4%.

Benefits staff presented claims data: over an Aug. 2023–July 2025 two‑year period the county paid just over $6.4 million in claims to Southeast Georgia Health System; presenters projected approximately a 27% reduction in those payments under the Nomi/Southeast Georgia arrangement compared with the Anthem pricing — roughly a $1.7 million reduction by simple math — and estimated overall budgetary impact in preliminary figures would be about a 3% increase versus current budget assumptions once administrative and stop‑loss changes were included.

Under the proposed design, employees who obtain care inside the tier‑1 Southeast Georgia/Nomi network would face no deductible or out‑of‑pocket costs except for emergency‑room and urgent‑care copays (presenters said the ER copay would be $500 and urgent care $45). Outside the tier‑1 network, employees would go to the broader PPO with typical coinsurance (presenters described an 80/20 arrangement for out‑of‑network PPO access in one slide). Presenters also said they expect tier‑1 utilization to rise and modeled a conservative 10% increase (they noted some markets see 15–20% increases in tier‑1 utilization).

Commissioners asked clarifying questions about copays, lab vendors (Quest/LabCorp), pharmacy carve‑outs and stop‑loss pricing; staff said they will return to the board with firm stop‑loss quotes once September claims data completes the renewal cycle. No formal action was taken; staff said final contract and stop‑loss terms would be presented to the county for approval at a later meeting.","Glynn County staff and brokers presented a plan to shift from Anthem to a direct contracting model with Southeast Georgia Health System via Nomi Health, with ASR proposed as third‑party administrator; presenters estimated lower administrative costs and projected a 27% reduction in payments to the hospital compared with Anthem.",{"_33":100,"_35":36,"_37":38,"_39":101,"_41":102,"_43":103,"_45":104,"_47":105,"_49":106,"_51":107,"_53":108,"_55":56,"_57":58,"_59":109,"_61":62,"_63":64,"_65":110,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5966608,"Con Condrey proposes new job classification and pay plan for Glynn County; implementation cost estimated at $1.27M",1979,3180000,5159000,"/Search/View?dp=1&key=5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9&start=3180&end=5159","https://assets.pipeline.soar.com/5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9/thumbnail_3180000.jpg","/articles/5966608/Glynn-County/Georgia/Con-Condrey-proposes-new-job-classification-and-pay-plan-for-Glynn-County-implementation-cost-estimated-at-127M","https://secure.pipeline.soar.com/5966608-0dc547a261ca991abb2718c3c9c182ed/orig.mp4?Expires=1770612632&Signature=CfIQqyNej3sH7X9k~LTxXAwud53qqUu32nGyVtYRNSBVhfUTvjuyg29tMwHgNNoeGYAEG83JdGXgDhDjKO5etZp7umTe6wlU3-4m5WMJztn2kFHrNdHv0rkA8UEEeP6cSebKosZLrpdkNULJHdfiwVkx-y4Rw0rw7E5DkRWBfQuijp0oggnZJ6iCWulEBxm4WWoJGtRcbu9SvJxCSDPZwqy~t7vtsEnfCbmbUrWHrtqV-hR-lO2vXYk9c4xUBLyBFOLJUmadLciv8~XuRXswm3M8au6E51wFDoJHAL0UhyH3mT3OWu7iMH-byLaeYKkKzOydDDi1kufCrcobDrnHtg__&Key-Pair-Id=KUT5TJCACFTXG","Con Condrey and Associates presented a comprehensive classification and compensation study to the Glynn County Board of Commissioners on Oct. 6 recommending a new pay scale and job classification system for non‑public‑safety county employees, and staff said they plan to implement recommended pay changes pending board approval.

Consultant Ray Seer summarized the process: Con Condrey collected position questionnaires, interviewed supervisors and employees, and conducted phone interviews covering at least one person in every job to develop job descriptions and evaluate jobs under a factor evaluation system. The consultant said the external salary survey included peer Georgia counties, municipalities and regional employers and that the recommended pay plan targets about 105% of market median rather than exactly 100%.

The proposal would reorganize jobs into pay grades (the presentation used grades 9 through 28 and step letters A–R) and set minimum and step values for each grade. Seer explained the letter steps represent progression over time (years of service and performance) while the grade represents the job’s evaluated market level. The plan would not reduce anyone’s current pay; employees above a new grade minimum would not be moved down.

Implementation costs presented included a base implementation that places every employee on the new pay scale at their appropriate step — $1,271,671 (about 4.43% of current payroll). Seer said an additional equity adjustment — a one‑time, performance‑and‑seniority‑based correction to reduce compression and position long‑tenured employees appropriately on the new scale — could cost an additional $1,479,000 (about 4.93% of payroll). Combined these were described as the total implementation exposure, although the board and staff would control the timing and extent of equity adjustments.

Seer described other deliverables: rewritten job descriptions for every position, training for HR staff in the factor evaluation system, and a year of technical follow‑up assistance. HR Director Dwayne Pollock said staff expects to return the plan to the board for approval at the next meeting and, if approved, put pay changes into effect in the second payroll in November. The consultant also recommended revisiting the classification and pay study every three years.

Commissioners asked how the system treats career ladders, compression and recruitment difficulties for specialized roles; presenters pointed to examples such as engineering and construction positions that had been difficult to fill under the current pay structure and said the new system is intended to improve recruitment and retention. No formal vote was taken at the Oct. 6 presentation; staff said details for individual employee placements and the redline personnel policy will be provided before adoption.","Con Condrey and Associates presented a new classification and pay plan for non‑public‑safety employees that reclassifies positions, sets a new pay scale at 105% of market, and estimates a one‑time implementation cost of $1,271,671 (approximately 4.43% of payroll); an optional equity adjustment would add about $1.48M.",{"_33":112,"_35":36,"_37":38,"_39":113,"_41":114,"_43":115,"_45":116,"_47":117,"_49":118,"_51":119,"_53":120,"_55":56,"_57":58,"_59":121,"_61":62,"_63":64,"_65":122,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5966603,"County staff propose personnel policy updates including referral and medical leave donation rules",216,5176000,5392000,"/Search/View?dp=1&key=5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9&start=5176&end=5392","https://assets.pipeline.soar.com/5878973-6de74fcdefbb5c6d2ce6c91a63d24fa9/thumbnail_5176000.jpg","/articles/5966603/Glynn-County/Georgia/County-staff-propose-personnel-policy-updates-including-referral-and-medical-leave-donation-rules","https://secure.pipeline.soar.com/5966603-8666c9ae2dae77d0bb8b3f6131cf3591/orig.mp4?Expires=1770612632&Signature=SbMeEmN~VM0wy30V5jUAN1jkt-udEbEcR3U2ysdhI1jHfeWMJxL9tBUd9OosfiPwR5bTCHdQWCfDC~-azZhSsFJ28VCjnrwu67HCCkdDizpIRbDdnfT2RqZnkhuM~OrHQkWKHxeKv-1hlpAUXq75nKUPHbYsle~MdCwV-tygyXvfnECnijADMNQ8eTAeHh7ejsH-hRFsH571OgS2GDKptfut2EA0oZaxSLoNXwOiFKKHGhrPqBpfhblQADyM2e4grWzQIK4narE9f2Y967ixNceEchGxE~OnwO-75esQNLIdWmtFREm1tTUzogZPgxvOJdQwVEBUg5mx5jal9eyVSA__&Key-Pair-Id=KUT5TJCACFTXG","Glynn County staff presented a bulleted summary of proposed personnel policy changes to the Board of Commissioners on Oct. 6 and said a redline version with full language will be circulated before the board considers formal approval.

The staff presentation listed four primary additions: Policy 104.11 (Employee Referral Program) to provide incentives for employees to refer candidates for open positions; Policy 110.8 (Return of County‑logo Property) to clarify disposal and return rules for county‑branded items when employees leave; Policy 111.12 (Medical Catastrophic Leave Donation) to permit employees to donate catastrophic leave hours to coworkers in need; and a fractionalization policy to address workplace relationships and conflicts of interest.

Staff said the white‑sheet summary was an initial notice and that a detailed redline will be prepared and reviewed by the county attorney and HR. The redline and full policy language will be provided to commissioners ahead of the next meeting and the changes will be returned to the board for consideration. No formal action or vote occurred on Oct. 6.","Staff outlined proposed changes to the Glynn County personnel policy including an employee referral program, return‑of‑property rules, a medical catastrophic leave donation policy and a workplace relationship/fractionalization policy; redline will be provided and the changes will be brought to the board for approval.","actionData","errors"]

Article not found

Brunswick Breeze microtransit sees heavy early use; city asks Glynn County for $150,000 investment

Nationwide presents retirement income option to Glynn County employees; board hears details of 6% high‑watermark feature

County staff outline move to direct contract with Southeast Georgia Health System using Nomi Health; ASR proposed as TPA

Con Condrey proposes new job classification and pay plan for Glynn County; implementation cost estimated at $1.27M

County staff propose personnel policy updates including referral and medical leave donation rules