Employer-provided benefits vs other

[nidena]

If a potential employer offers benefits but you already have them, what are things you can request in lieu of the benefits without sounding greedy or unreasonable?

[gs11rmb]

Sept 4, 2020 9:24:24 GMT -5 nidena said:

If a potential employer offers benefits but you already have them, what are things you can request in lieu of the benefits without sounding greedy or unreasonable?

I would be surprised to learn that an employer would make changes unless you're at the most senior level.  I know where I work there's a broad range of benefits available and if you don't want/need to use them then that's your decision.  For example, my DH carries the health insurance for the family but I don't get any additional compensation because my employer doesn't have to cover me.

[raeoflyte]

Dh's job used to pay everyone the amount of single persons health insurance. If you didnt need the insurance you got it in your check, but they did away with that years ago.

If you later needed their benefits would you lose your other perk?

You can still negotiate but I wouldnt offer it up as a replacemrnt for benefits.

[nidena]

I currently have Tricare/Delta Dental (as a military retiree) and I don't see that going away.  I see it getting more expensive but not going away altogether.  The potential new job has benefits "if I need them."

[Knee Deep in Water Chloe]

I think it depends on if there's a collective bargaining agreement in place. 

When there hasn't been, I've worked with people who had their hourly rate increased because they didn't need the health insurance. 

[nidena]

Sept 4, 2020 10:08:14 GMT -5 Knee Deep in Water Chloe said:

I think it depends on if there's a collective bargaining agreement in place. 

When there hasn't been, I've worked with people who had their hourly rate increased because they didn't need the health insurance. 

I'm pretty sure this company doesn't have such an agreement.

[Cookies Galore]

I carry our insurance benefits and my husband has 1) recieved a $1/hour raise at his old job when we got married and I added him to my insurance and 2) gets a $125 monthly check from his current employer (recently increased from $100/month when he started there in 2017). Both of these scenarios were completely unexpected and not requested, but greatly appreciated.

[thyme4change]

I suspect a large company won't give you much soley on that, because what's stopping you from signing up in the future. That said, you can always try to negotiate a little more salary or more vacation days. They may have room in the plan salary range, and give it to you and not worry if you sign up in the future.

Worst case scenario, they say no and you still come to work for them and they know you are their bitch. 😁

[nidena]

Sept 4, 2020 12:45:15 GMT -5 thyme4change said:

I suspect a large company won't give you much soley on that, because what's stopping you from signing up in the future. That said, you can always try to negotiate a little more salary or more vacation days. They may have room in the plan salary range, and give it to you and not worry if you sign up in the future.

Worst case scenario, they say no and you still come to work for them and they know you are their bitch. 😁

[Deleted]

I doubt you would be able to negotiate anything extra citing not taking benefits, for years my previous companies had me on the cheap because I didn’t used to take any.

I will say that companies know the total cost of each employee and while they won’t come out and say it, it is considered during layoffs.

[gs11rmb]

Sept 4, 2020 13:35:58 GMT -5 @aj said:

I doubt you would be able to negotiate anything extra citing not taking benefits, for years my previous companies had me on the cheap because I didn’t used to take any.

I will say that companies know the total cost of each employee and while they won’t come out and say it, it is considered during layoffs.

Wow!  That had never occurred to me.

[stillmovingforward]

When I had to draw up layoff paperwork, I wasn't privy to that information. I was told 'give us a list of who you can lose, in order', then they started at the top and worked thier way down the list as needed over the next few months.

[dippyegg]

A higher hourly rate

[jerseygirl]

Sept 4, 2020 13:35:58 GMT -5 @aj said:

I doubt you would be able to negotiate anything extra citing not taking benefits, for years my previous companies had me on the cheap because I didn’t used to take any.

I will say that companies know the total cost of each employee and while they won’t come out and say it, it is considered during layoffs.

2 companies I worked for gave everyone a brochure with their pay, costs to company for FICA, insurance etc for the overall totals for the year

[Deleted]

Sept 4, 2020 14:30:48 GMT -5 stillmovingforward said:

When I had to draw up layoff paperwork, I wasn't privy to that information. I was told 'give us a list of who you can lose, in order', then they started at the top and worked thier way down the list as needed over the next few months.

This is definitely a big step in the process but then HR has to vet/approve the list to make sure no laws are broken and the cost savings hits the target set by senior leadership. If every Manager offers up their cheapest employees there will likely be HR overrides or a request to cut more people.

The one time I was laid off I was told by someone I wasn’t on the initial list but was added by HR because I was younger and they couldn’t look like they were firing all of the older employees.

[TheOtherMe]

For the few full time positions I have had since retirement, I received nothing because I didn't need health insurance.

[giramomma]

My employer gives folks something like 1200 or 1500 a year if you opt out of health insurance

Where do you work? If it's a smaller company, I'd try to negotiate a higher salary.

I'm a public sector worker. There are tens of thousands of us. They aren't paying me an extra 20K a year if I don't take health insurance. I would assume it would be the same if you worked for any larger employer.

[nidena]

I was just thinking along the lines of paying for my Y membership while I'm employed there.  Or something along the lines of an expense account for lunch.  Small stuff.  Again, nothing crazy.  Maybe even an annual clothing allowance.

[tcu2003]

Sept 4, 2020 17:00:05 GMT -5 nidena said:

I was just thinking along the lines of paying for my Y membership while I'm employed there.  Or something along the lines of an expense account for lunch.  Small stuff.  Again, nothing crazy.  Maybe even an annual clothing allowance.

None of that would be an option at my mid-sized company (around 900 employees across multiple offices/states). You’d have a much better chance asking for a higher starting hourly rate, but not sure even that would happen due to not needing insurance. When I first started - definitely. But that was 13+ years ago and they’ve become more corporate since then and less flexible on those kinds of things.

[Works4me]

Sept 4, 2020 17:00:05 GMT -5 nidena said:

I was just thinking along the lines of paying for my Y membership while I'm employed there.  Or something along the lines of an expense account for lunch.  Small stuff.  Again, nothing crazy.  Maybe even an annual clothing allowance.

The Y?
Possibly to probably - in fact, a gym membership may already be an available benefit.

An expense account for lunch?
Nope - not happening and I wouldn't want to be the person who asked for it.

A clothing allowance?
Unless you are in the movies or on tv, it's definitely a crazy ask - it's so crazy that it could cost you your job offer.

Your best best could be to take their health insurance as secondary coverage thus allowing you access to a wider network of providers. And don't forget about vision, dental and life/disability insurance as available benefits, especially if they offer a cafeteria- style plan.

[nidena]

I'm sure some of you are shaking your heads at my thought process.  I've NEVER worked in the corporate world.  I went from being a cashier/phone operator at a car dealership to 20 years in the military that I supplemented my income by working retail in various malls.

I had my third conversation with the company today--this one with the actual person who'd be my supervisor--and expect to have another conversation with his partner and then an in-person interview with a couple other folks that work with the guy.

So, my questions come from stuff I've seen in the movies, on TV, and had (somewhat) in the military i.e. annual clothing allowance.

All my insurance needs are covered--health, dental, vision--but if it's prudent to accept their coverage as a secondary, I will.  Unfortunately, Tricare NEVER covers as a primary if they have the option not to so taking health insurance at the company would make it the primary coverage.
 

[Works4me]

You got this!

[alabamagal]

If it is a small company, maybe would work.

I’m just curious why not just ask for more pay. If you ask for “clothing allowance” and it’s not reimbursable what does it matter what it is called.

[TheOtherMe]

Sept 5, 2020 4:48:28 GMT -5 alabamagal said:

If it is a small company, maybe would work.

I’m just curious why not just ask for more pay. If you ask for “clothing allowance” and it’s not reimbursable what does it matter what it is called.

Also means it is taxable.

[NomoreDramaQ1015]

I've never received anything in exchange for not taking benefits and neither has DH we both work in the corporate world.  Pretty sure that whatever they save goes straight back into their pockets.

You could certainly ask if the leave package or salary is something you can negociate but I wouldn't put it in context of you not needing dental or health insurance.   Do some research and see what others in your area pay for the position you are looking at, Glassdoor usually has some information.   If they seem on the low end based on title and your level of experience use your information to argue your case for more.

Same with vacation.  Sometimes you can leverage for more, other times they will say no.   On several jobs I've had I was able to negociate taking a vacation shortly after starting because I already had it booked.  Worse they can say is no and if they had I would have let it go but it was worth asking.

I would not be asking for things like gym memberships and clothing allowances because you don't need health insurance.  Are these things that your industry would even be offering to begin with?  A lunch account are you going to be in a position where you are expected to wine and dine clients?   If not why would they be buying you lunch?  Make your own lunch.

They aren't going to create a special benefit just for one person who doesn't need health benefits.  That's going to be a big giant neon sign hanging over head making it clear to those that hire you that you're clueless and could end up following you.  You don't want to be known as the girl who asked for a clothing allowance in her interview.

Some companies do reimburse gym memberships though or contribute to them that should be covered in the new employee information you get and is not tied to being on their health insurance.  

[nidena]

The things you all have stated are why I'm asking first.  Don't want to look like a fool.

[bean29]

My company probably would bump up your pay if you said you were going yo waive the ins. We have an employee that waived. We bumped up his pay, a few years later when he needed ins for his family, we gave him insurance, and did not reduce his pay.

Fyi, I think The ACA made it illegal to give a cash payment for waiving insurance (we used to do that). There can be different options in a Cafeteria Benefit plan though.

[teen persuasion]

Sept 7, 2020 22:24:30 GMT -5 bean29 said:

My company probably would bump up your pay if you said you were going yo waive the ins. We have an employee that waived. We bumped up his pay, a few years later when he needed ins for his family, we gave him insurance, and did not reduce his pay.

Fyi, I think The ACA made it illegal to give a cash payment for waiving insurance (we used to do that). There can be different options in a Cafeteria Benefit plan though.

How long has the ACA been in force?  I don't think it made payments for waiving health insurance illegal.  I know DH's former employer thru 2014 had the option of $250 if you declined insurance because you had it thru a spouse. It really was a pittance compared to the cost of the insurance, plus the $2k they contributed to an HSA if you opted for the HDHP.

[nidena]

I could ask them if there is an alternative benefit if I don't need the various insurance coverages.

[bean29]

I just know that when the ACA started our CPA nixed the cash payments we used to make to employees who opted out of our Health Insurance Plan.

We also had to stop paying the employee's cost for their Medicare supplement (We are a small group so Medicare goes primary and our premium goes down significantly).

I found this:  www.bizjournals.com/bizjournals/how-to/human-resources/2016/10/employees-waive-health-insurance-ramifications.html

ACA went into place in 2010?  so it has been a long time and many changes have been made in the meantime.