At my old small law firm, they gave associates $8k-$10k for getting on their spouse's health insurance.

Anonymous wrote:Sometime companies will offer a small payment if you are not on their health insurance, but more commonly you get covered and it's handled through coordination of benefits. I wouldn't try to negotiate it personally.

DH's company pays him $200 a month not to take health insurance. We use benefits through my work which are more comprehensive. I don't think he negotiated this, though. This was something that was offered when he was hired.

OP here, thanks for the feedback - sounds like it's worth checking out w/ HR if things proceed.

A law firm I used to work for had a policy of paying employees extra if you did not use the firm's health insurance policy.

I think a small company might be willing. I doubt a large company would be willing to go to the trouble of negotiating special arrangements with individual employees.

My husband has at several jobs. We take dental and vision only.

Anonymous wrote:I have full health/dental/vision through my DH. Am interviewing for a position with the same - what are the pros of extra health coverage? I would get some retirement matching and would definitely contribute there. But I would rather have a higher salary than additional health insurance (if that is even possible). Is that a crazy request to make? Thoughts from any HR people?

Yes, I did. However, I negotiated that in the event that my DH loses his job, then I can go on their insurance with an adjustment in salary.

I work for a small compnay. Being that it is small and the recent changes to healthcare, the premimus for families are through the roof (like well over 1K/mo). I think we would do better in the private market.

It seems like it could be tricky from the company's perspective. Say they agree to give you the equivalent of the employer's contribution to a the health insurance plan in the form of a higher salary. What if you decide later that you want the insurance after all? Can they legally deny you the coverage that they provide to every other employee because you negotiated a different deal? They would have to write a special employment contract just for you and somebody in HR would have to keep track of the special arrangement. And then what if another employee decides she wants to be compensated because she doesn't use the transit benefit (or whatever) the employer offers? Most employers offer a suite of benefits and employees take advantage of some but not others. I have never heard of an employee getting the cash equivalent of a benefit if she doesn't avail herself of it.

Anonymous wrote:Do they hire people on 1099s? My small consulting company sometimes does. That will get you a higher salary and no benefits. You miss out on any company match for 401k, but so many companies are decreasing or eliminating their matches all together so that might not matter.

I think it's illegal to pay an employee on a 1099. Maybe it works for your company if they are subcontracting consultants, but I would never suggest that. Plus it's bad from the employee's perspective because they have to pay self-employment taxes etc...

Do they hire people on 1099s? My small consulting company sometimes does. That will get you a higher salary and no benefits. You miss out on any company match for 401k, but so many companies are decreasing or eliminating their matches all together so that might not matter.

Sometime companies will offer a small payment if you are not on their health insurance, but more commonly you get covered and it's handled through coordination of benefits. I wouldn't try to negotiate it personally.

I have full health/dental/vision through my DH. Am interviewing for a position with the same - what are the pros of extra health coverage? I would get some retirement matching and would definitely contribute there. But I would rather have a higher salary than additional health insurance (if that is even possible). Is that a crazy request to make? Thoughts from any HR people?