and even then, per numbersguy’s found link - it also depends on how the plan options are priced.
at my work and for my family’s expected care needs, we are in HDHP w HSA. There is a higher deductible HDHP option we could choose but based on our expected utilization, that would be a money loser. It’s really the one I suspect the young/invincible types choose.
good info above on HSA’s for those who are not claimed as dependent but are on a parent’s HDHP. for 2023 that will be my son and this is interesting.
My husband’s employer offers 5 health insurance options, and one of them can never ever possibly be the best choice at any level of spending from $0 to infinity, any combination of in-network, out-of-network, GP vs specialist… there is literally precisely nothing about Plan E that isn’t better about Plan D. Now A, B, C, and D… those are legit choices. But E is always wrong in every scenario because it’s very similar to D but worse in every possible way. Yet they continue to offer it.
Actually, C has an extremely limited range of outcomes where it’s the best bet, but it is at least mathematically possible to concoct a scenario where C is your best bet.
my employer once had a program where you could buy extra vacation time at a discount in tiers. they insisted that buying it would not hurt your review. I insisted that there were levels that should disqualify you from being on the analytics team.
I mean, 10-19 extra days were subisidized like, 30%. 20-25 days were subsidized 50%. anyone on analytics team taking 19 days instead of 20 should not be allowed to interpret the analytics.
Wow… that’s a lot of extra days off for not much reduction in pay. I’d love that.
I thought that might be what you meant, but it seemed way too generous to be the right interpretation.
I worked for an employer that let you buy up to 5 days off for 100% of your January 1 pay, but it was frowned upon to take full advantage every year. Maybe the year you were getting married. Or 1 extra day a year. But consistently buying 5 days off a year might wind up as a negative on your performance review. (Ask me how I know.)
If they offer a benefit they offer it, if they don’t want to offer it then don’t.
Don’t penalize me for taking my PTO, or contributing to get a 401k match. You want employee turnover, that’s how you get it.
I don’t take 100% of my employer’s benefits because I feel they treat me fairly and I’d be stretching to “prove” I “should” get them. However, there are some PTO or monetary benefits I take full advantage of, which is why I feel they treat me fairly.
I completely get something like “please let us know if you’re planning PTO over this holiday weekend a few weeks in advance because we want to be sure someone is around”.
However, “You utilized a term of your employment and that upsets me” is just out of line.
Yep. Boss thought I was taking too much time off. And seeing as how his boss reviewed the review before he discussed it with me and seems to have allowed it to stay in… I’m going with “it wasn’t just my boss” (although he was clearly part of the problem).
I worked for an employer that let you choose between an extra week of vacation and a 2% cash bonus on the first payday in January. Everyone took the time. Well, maybe longtime employees who had enough vacation took the money. But 100% of my peers took the time.
my old company let you buy vacation and subsidized it. i bought the max.
they said it wouldn’t hurt your eval, but I believed there were purchase levels that showed you didn’t understand the subsidy. Like a shelf where buying 15 days cost you the same as 11. So anyone buying 11-14 I would personally consider them fools and not trust their analysis of things.
