When looking for a new job is it possible/legal to negotiate a larger contribution to my health insurance?
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When looking for a new job is it possible/legal to negotiate a larger contribution to my health insurance?
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When looking for a new job is it possible/legal to negotiate a larger contribution to my health insurance?
I was told by someone that in NY it is illegal for a company to contribute more than their standard contribution, and this is not a point of negotiation
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stockoslayer
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As far as I know you can negotiate for that. At the very least, the company could raise your pay by sufficient money to cover the extra insurance contribution you are seeking. |
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jplrvflyer
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I don't think it's illegal. Almost everything is negotiable. But if it's a large company, they may not want to get into the mess of making exceptions.
It all kind of comes down to how much in demand you are. If you're a fairly in-demand type of person, you have a strong negotiating point.
But you really need to ask -- what's your real goal? You want more of your health insurance covered, but you could do that if they offered you whatever raise you need to pay it yourself.
So... rather than being so explicit as to what you want, state your goals and let them make an offer that works. For instance, if you would like a 10 percent salary increase plus full health coverage for your entire family -- say so. They may counter with a 15% salary increase and standard health coverage. |
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hottotrot1_usa
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Yes, you can negotiate over that. Some companies may want to give everyone the same healthcare allowance, but they could always just bump your pay up a little to cover your extra insurance.
However, if they have a group health insurance plan, they may not be able to give you a premium (extra special, extra benefits) policy, if that is what you are asking. |
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Mark Welch
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I don't think it's a "New York" issue, but instead an IRS issue: employers are limited in deducting certain benefits paid for certain employees, unless they provide the same level of benefits for all full-time employees (measured as a % of salary). The concern is that without this rule, co-owners of a company would agree to fund their own fancy "benefits packages" from company funds, thereby shifting large amounts of income from taxable salary to non-taxable benefits.
If there is a union at the company, then the union contract may also require that no union member be afforded more benefits than others, or even that union members must receive the same benefits as non-union employees working in certain positions in the company.
I don't know anything about New York law specifically. |
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