My personal cost for healthcare for myself and my family as doubled per pay period for similar benefits as the previous year. HPE is paying less on behalf of the employee (their share) and passing on to employees. This is not a case of rising healthcare costs but a case of a company reducing their share of healthcare costs across the board and, might I add, put another check in the "Why I'm leaving HPE" column. Not sure why the company is doing this, but rest assured Meg I am taking my million + dollar contracts with me. Idiot.
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Yes, newCo people have to pay for a "package" that is both LTD and STD. If you do not buy it you have nothing, So it costs around $450 to get the disability for 60% of your salary. Cannot get more than that. At first I thought it was 60% of pay for LTD and 100% of pay for STD. So to be sure I called the benefits center. They confirmed the STD is only for 60% of your salary! So you have a surgery or something that is gonna cost your $$$$ since the benefit plans are so costly now for newCO AND you will only get 60% of your salary for the 6 weeks! They are really putting the screws to the newCo people. I am so disgusted now I cannot even see straight.
Are you really paying for short term disability? I thought that it was Long Term Disability that was now employee paid after tax. That is the case for HPE "remainco" people.
Just left HPE (specifically ES/Spinco), looks like just in time. A friend still there said he had heard they'd be better off getting Obamacare insurance.
An HPE benefits packet arrived... and it looks like the cost, out of pocket, went way up (not to mention that the plans are downright confusing). If I was still there, I'd be pretty damn angry.
My current employer's benefits are in line with what HP used to offer, I am also treated like a human being again. I feel like one of those animals who've been held in captivity, given freedom for the first time - instead of the wonder of grass and open fields, I walk through my new office in awe of the perks and empowerment. My leaders actually care about their clients, their company, their employees, and their community. Meg, on the other hand, has an end game, and it's the end of HP as it was once known.
HP has some obscenely "high cost resources" - executives who don't value their most important resources (people) or customers, but they win whether they stay of leave, thanks to their golden parachutes.
I came over to HPE this year from a large company and I was STUNNED at the cost of HPE's insurance. The contribution is NOT industry-standard.
In case ES employees missed the finer details, the short term disability insurance you are buying is also only covering 60% of salary, just like the LTD is.
It seems the major Healthcare price increase are more so for us in ES being spun off. My current family coverage under the new direction is 4x the price for the equivalent coverage. This is not a benefit, this is a pay cut...
Well we'll see today - enrollment starts now! I'm speculating at least a 30% increase due to them contributing less. I don't have the wherewithal to go through the process right now.
I'm staying with the HPE pet and my costs have only increased about 35 a paycheck. I take the highest option for all benefits so I think the major increases are for the es/Csc folks. I did see on the Yammer benefits page that a lot of people are complaining about the silver/gold etc options and that is for spin merge guys
Are you staying with HPE in 2017 or are you going to the CSC merge/spin-off company? I know the new company is where I am going and my cost for just a single person is doubling when take into account the having to pay for short term disability and no longer getting HRA money allocated to offset the deductable (which is now higher too)! I was curious if HPE was sticking it to their remaining employees also, or if it was just because of the CSC deal that mine is so high.
HPE's health insurance was one (if not THE ONE) benefit I valued a lot when I worked there. I work now for a much smaller Company, and their health insurance s---s when compared to the one I had (but the rest of the benefits are excellent). Even if your deduction doubled, it might continue to be a good deal when compared to small employers. HPE is beating their employees so badly because they can. Top Management don't give a damn if the Company does well or bad, as they have their parachutes in place for when the 'right time' comes. Your benefits will continue to erode and erode. They see employees as a disposable asset, very easy to replace. And you know what? They are totally correct. No one is indispensable. If the customer or business is impacted during the role transition, they don't care as long as they financials look good in the eyes of Wall Street. HPE lost its way long time ago...