Job Sharing: How Do You Split Employee
Benefits?
If job sharing has two people splitting one full-time position, do they split
health insurance and other benefits too? It depends. Read on for options.
A job sharing set-up suggests a
pro-ration of benefits, 50/50, or whatever hours split
is proposed (some partners do 60/40 or other
combinations).
But it really depends on the employer's policy—if there
is one. If your employer doesn't have a job sharing
policy, you're in position to propose it the way you
want it (to a degree). Focus on the High Value
Benefits
In my opinion, employer-sponsored medical insurance and
retirement contributions (if offered) are where the real money value
is, so concentrate your negotiations there.
Disability coverage, life insurance and paid time off has value, too. You'll
want to prioritize them and assess what you can afford and what you can afford
to negotiate away for higher priority items. For example, an individual term
life insurance can purchased for a reasonable amount on your own.
Some employers retain full-time employee benefits at a
certain minimum hour level, for example, 32 or—more
generous and unusual—24 hours a week. Research internal policies before outlining your
proposal so you have the best personal plan.
These
planning steps are included in the
Job
Sharing Proposal Package.
If your prospective job sharing partner agrees to waive
the health insurance benefits because of other coverage,
e.g., under her husband's policy, then you can negotiate
to retain the employer's medical coverage.
Otherwise, for that, and for retirement benefits,
vacations, sick days, etc., pro-rating is only fair to
both individuals.
I've heard of one job sharing pair who handled the
fairness issue this way: only one was allowed the
employer-paid medical insurance, so that person paid for
half the out-of-pocket insurance premium for the other
person.
List and Prioritize Benefits Options
Work with your prospective job partner to prioritize the
benefits, figure possible negotiating scenarios and
outcomes with your employer, and devise some fair,
mutually-agreeable solutions for each outcome.
Emphasize that any incremental costs are generally
outweighed by the benefits of employee productivity,
loyalty and retention.
Job sharing is an excellent way to get the work done
while allowing more personal time for the two individual
job partners. Do your homework, and when you're ready,
plug the pieces into your
Job Sharing Proposal Package. Related articles:
How and When to Find a Job Share Partner
Job Sharing: Advantages to Your Employer
Which Job Sharing Schedule is Right for You?
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