Finnian, my 6 year old is over 300 a month. I'm at about 150 a month. > -----Original Message----- > From: Adam Churvis [mailto:[EMAIL PROTECTED] > Sent: Tuesday, October 03, 2006 4:11 PM > To: CF-Community > Subject: Re: Employee compensation > > Hey everybody, > > Could you respond to this message and let us know how much your total meds > cost per month -- both your own contribution and your employer's > contribution to the bill? > > I get a three-month supply of the stuff that slows my heart down for about > $15, and perscriptions needed for things like cold, flu, sinus infections, > etc that come up each year max out at around $30 per month when needed. > > I understand that some medicines cost a fortune, but I'm trying to get a > handle on what kind of reasonable cap that an employer should put on > covering employees' meds costs. > > So if an employer like Ben & Jerry's used to be (before getting bought out > by Unilever) wanted to do as much as possible for its employees while > still being responsible to the financial necessities of the business, > they'd have to impose some kind of cap on what they would cover each month > for each employee's (and their families') meds. Would that be something > like $100 per month? $200? A percentage of the monthly cost of the > employee's health plan? > 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 3:14 PM > Subject: RE: Employee compensation > > > yeah, it sucked when I found out that my ADD, allergy and Asthma meds > were > going to cost upwards of > $150 a month, compared to the $50 I was paying before. I started taking > OTC allergy meds to save money, until I went back on my wife's coverage > BC Carefirst sux. > > i've looke briefly at the sub co.'s benefits and they look good. > > Scott A. Stewart > REAC/PASS-IT > (202)-475-8875 > > > > > "loathe" <[EMAIL PROTECTED]> > 10/03/2006 03:00 PM > Please respond to cf-community > > > To: CF-Community <[email protected]> > cc: (bcc: Scott A. Stewart/REAC/HHQ/HUD) > Subject: RE: Employee compensation > > > I worked for a smaller company last year that had a lot of > administrative > problems, due to no one taking the time to set up the bennies the way a > big > corp does. > > It really makes a huge difference. I am doing the same as you, hell for > the > same company :) The company I am subbed out to right now, and that I > will > hopefully be direct hired by later this year, has a great bennie > program. > > > -----Original Message----- > > From: [EMAIL PROTECTED] [mailto:[EMAIL PROTECTED] > > Sent: Tuesday, October 03, 2006 1:35 PM > > To: CF-Community > > Subject: Re: Employee compensation > > > > co pay: no more than $15 dollars per doctor visit > > prescriptions no more than $10 > > > > i'm currently on a temp to hire contract. The contracting company > offers > > no benefits (fortunatly I'm covered on my wife's) > > I roll over in Decemeber. So I'm gonna be getting into benefits in > depth. > > > > I've had companies pay the entire cost of my insurance so that's my > > optimal. > > > > My primary consideration is salary, in the majority of places that > I've > > worked ,the comp packages are about the same. > > > > Having said that I'll never work for a small company again without > > checking out the bene's carefully. in my last position, I got raped on > > prescriptions. > > > > Scott A. Stewart > > REAC/PASS-IT > > (202)-475-8875 > > > > > > > > > > "Adam Churvis" <[EMAIL PROTECTED]> > > 10/03/2006 11:30 AM > > Please respond to cf-community > > > > > > To: CF-Community <[email protected]> > > cc: (bcc: Scott A. Stewart/REAC/HHQ/HUD) > > Subject: Re: Employee compensation > > > > > > 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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