About $50 a month or so, I don;t have an exact figure
for ADD Med: Strattera
Asthma: Singulair
Allergies: Allegra
it get's slightly higher when I have to refill inhalers or the stuff I use
when I nee dit
Scott A. Stewart
REAC/PASS-IT
(202)-475-8875
"Adam Churvis" <[EMAIL PROTECTED]>
10/03/2006 04:10 PM
Please respond to cf-community
To: CF-Community <[email protected]>
cc: (bcc: Scott A. Stewart/REAC/HHQ/HUD)
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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