Did anyone proof this before it went out? Typos, blurry images, formatting issues, text cut off. Guess benefits aren't that important?
15 replies (most recent on top)
@own+1ja04XZq remember the Tibco employees are victims of this mess just like the Citrites are.
"TIBCO person here..." LOL
Depending on how its priced, the high deductible plan may actually save you on the long run. While the up front cash flow may be high for a few months, after that, as long as you have an HSA, the total cash outlay seems to be lower than the other plans.
Said differently, it is worth calculating your actual costs, including your monthly pre-tax payroll deduction and what you may spend for medical care. If you are going to spend a lot (surgery, expensive medication), the HSA often turns out to be lower cost. If you are going to spend very little, the HSA is much better. If you are a tweener, you may be better off with with the PPO
That's a good point re: HR folks currently in the same boat. I guess my assumption was that this would have been driven by leadership and I was disappointed in the lack of attention to detail from a leadership level on continued benefit support. Healthcare is important and I hate to see it treated as an afterthought.
You are right, of course... mea culpa. It's a shame; everyone I ever knew in HR worked hard. I hope they land on their feet somewhere else soon.
To the person who said HR will be the last to go...you do realize that HR encompasses many different functions, right? Maybe the 10 or so who process layoffs, payroll, and benefits will be among the last to leave. The other 150 or so who are in total rewards, L&D, onboarding, talent acquisition, DEI, etc. are probably done for.
I am currently on the Citrix high deductible plan and will pick up the TIBCO version. The deductibles and max out of pocket are higher and the premium is about $15 more per month, but the company HSA contribution is higher for the family plan, so it sorta evens out for me.
COBRA is ridiculously expensive. Better off using one of the ACA plans. You're allowed to sign up any time if the reason is that you've lost coverage elsewhere.
The HR people will probably be the last to go, since they are needed to process layoffs. :(
The people who work in benefits are just like everyone else...waiting around to get the axe. My opinion, now that the head of HR is in India, all the US-based HR roles will be eliminated. Guessing a lot of them have the same thought. So I'm not going to get up in arms over a few typos in a 60-page document that was created by people who are distracted by worrying about how they'll pay their bills and feed their families once the axe comes down next week.
You still need health care even if they lay you off. I expect that company will pay 2 or 3 months health care. After that if you want you can stay on Cobra for 18 months.
TIBCO person here - I've been on the High Deductible plan for years and for what it's worth, the out of pocket cost per paycheck looks to be exactly the same. For those of you not on it, I'd suggest taking a deeper look into it - I resisted for years, but it's by far the best option out there in the long run to be honest. Those with a lot of current medical expenses may have another opinion - but with the deductible so high on the other plan now, it seems like a no-brainer. Just my $0.02.
My healthcare plan was removed and now I project my healthcare costs to go up 30-40% a year. What next? Really pushing us out of the door for tiny dollars.
TIBCO person here... I can't speak for Citrites, but our health insurance costs are taking a hit. Shocking, right? I assume it's the same for you?
I'd sign up anyway because you never know what will happen and it doesn't cost you anything to do so.
Should the 1,000 getting layed off sign up now?? Asking for a friend...
The irony of me having a typo in my title is not lost upon me :)