How inexpensive must health insurance be? I'm looking for an actual dollar
figure for the employee contribution, and how much the co-pay should be.
One other question I guess is relevant: do you currently receive a compensation
package that is the same or nearly the same as the one you describe? If not
then what's missing? And why wasn't it important enough for you to turn down
your job offer?
I ask because my talks with people have been somewhat heated about things they
currently don't get, so I wonder why if it's so important that it's still
considered optional.
Respectfully,
Adam Phillip Churvis
Certified Advanced ColdFusion MX 7 Developer
BlueDragon Alliance Founding Committee
Get advanced intensive Master-level training in
C# & ASP.NET 2.0 for ColdFusion Developers at
ProductivityEnhancement.com
----- Original Message -----
From: [EMAIL PROTECTED]
To: CF-Community
Sent: Tuesday, October 03, 2006 11:16 AM
Subject: Re: Employee compensation
Competiive Salary, based on cost of living in a particular location (where
someone actually does the COL research)
401K
Inexpensive insurance (with all or a large part subsidized by the company)
With prescription benefits (low co pay)
Real Training benefits, where the company pays for training ahead of time,
not the "you pay for it and we'll pay you back when you
finish.....eventually"
Training includes seminars like CFUnited
Book allowance
Metrocheck (it's a program where the company pulls public transportation
costs pre tax, up to a certain level)
Cool stuff
Product discount programs
Anyone who's a Dell business customer can set this up for
their employees
Company parties
Company outings (team building)
Pool Tables, Foosball, air hockey, video games etc.
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