Where are the $100K jobs?

[nostradamus]

Hi bsrsharma,

Sorry I’m at the beach every morning/afternoon so just saw your question.

People often worry about health insurance or don’t know what they’ll do without an employer providing it. You can double or triple your salary by consulting, reduce the percentage of taxes you pay, work your own hours and avoid any kind of corporate politics. Why worry about insurance when you can pay for your own for a couple hundred dollars a month or an HSA for $80/month? The cost of health insurance is negligible compared to the salary increase.

When I started consulting I just signed up for an HMO which I paid about $300 for monthly. Later I met with Rich (the purveyor of this fine site) and John and among many other good ideas they recommended that I sign up for an HSA. (I recommend that you go see Rich and John as well). Thanks to Bushy, self-employed people can get great health care by putting money into an account just like an IRA (it is tax-free and the amount you put in is reduced from your taxable income and it doesn’t get taxed when you spend it IF you spend it only for medical reasons AND it rolls over every year, accumulating just like an IRA, AND you can choose to invest all or part of it in stocks/funds/whatever!). Whew! What a run-on sentence.

This is NOT a FLEX account, which you lose if you don’t use it during the year. Here’s wiki’s definition.

How it works is:

1. You apply for high-deductible medical coverage.
2. Once the coverage is approved, open an HSA account at the bank/broker of your choice.
3. Make annual deposits into the HSA like you would to your IRA. I max them out. When you do your taxes, this contribution is deducted from your taxable income.
4. When you go to the doctor, pay with your HSA account bank card.
5. Get old, retire, don’t worry about medical because you’ve accumulated lots of money in your HSA.

Some notes: The things that qualify for “medical” are very flexible. If you can pay through your HSA account, it is tax-free. So things like sun block, vitamins, eyeglasses, pills, accupuncture, massage, chiropractor, and more are covered (see IRS publication 502)

The HSA only works with a “high deductible health plan” which is typically in the range of $3k to $4k. Meaning if you spend less than that you pay (from your HSA). If you spend more than that your health insurance pays (so you’re covered for major medical).

Before signing up for HSA I was paying $346 every month for an HMO so $4152 per year, PLUS the $30 hospital visits, $10 prescriptions, etc. Now, I pay a small monthly fee ($80) and only pay when I need medical care. If my care (for the whole year) exceeds my deductible the insurance kicks in. So worst-case scenario is I spend $3960 which I never get taxed on. In reality I spend much less than that because I don’t need medical care all that often. I am thinking of doing one of those “full body scans” for $2000.

You should visit http://www.hsainsider.com

[Coronita]

I wasn't going to weigh in but since everyone else is.

With 14 years experience in enterprise software (J2EE, 3tier transactions systems, etc) , you can see anywhere from 105-130k+10k here in SD, before bonus and that usually does not involve the hassle of managing people. The low end is typically found at defense companies like BAE.Northrop,etc. The higher end is on larger/non-defense software companies. Add a manager title and/or architect level position, and you'll see around 150k-160k. Bonus vary by company, with again the low end being from defense company. My company has typically handed out around 20% each year for the past couple of years, though my company is also starting to demand more now.

Qualcomm: Staff Engineer/Manager embedded software folks can see roughly 130k+-10k (pecking order is Engineer/Senior/Staff/Senior Staff.) The "manager" title at qualcomm imho isn't really a "manager" in the strictest sense in that you really aren't "managing" people on your project.. Qualcomm's structure is matrixed, such that your reporting structure is completely different from your work structure. You work for a Lead but your manager typically does your reviews and typically you don't work for. So the manager's role is roughly every 6 months to collect feedback for the managee from his/her peers, present his/her findings to a compensation meeting. A manager title roughly translates into a 6% pay raise, which while isn't much, is pretty good considering the only thing you really need to do is fill out a bunch of forms and attend a meeting every 6 months to review people that never worked for you. (Yes, I know, pretty weird). Bonus recently has been good so i'm told. In general, Program Manager's at QC aren't highly regarded, and pay probably is not that comparable to what you would see at a defense company for a PM. Note, QC is one of the few remaining companies that still do 6 months compensation reviews. Everyone else is doing 1 year.

 

Compared to the Bay Area: I for the longest time was saying that the pay here isn't too different from the bay area (at least not from my perspective). Well, apparentlly I haven't checked with latest comps being offered for a comparable position up there for me. A few startups have offered approximately 25% more than what I currently have down here, which is consistent with the 25% differential folks have stated seeing from moving from here back there or vice versus. Adobe, for example, I have heard is offering senior software engineers around 150-160k, though the flip side is it's hard to get into some of those companies with the top salaries.

 

Frankly with a W2, you hit a point of diminishing returns. The numbers look great on paper, but after taxes it's really not worth the extra 5-10% gross pay differential if the company is demanding you to work 20-30% more. Maybe it's just because I'm getting older. Also, when you're in a bigger role, if some always-on enterprise service ever breaks for an extended time, some heads are going to roll, and more than likely it will be yours. As far as overtime and being on call. Everyone that works in a company that has an online presence has some level of on-callness at critical points in the season. Usually, there is an escalation process, so those doing the development *should* be the last to get called. There's usually an I.T./operations team which are paid to work 24/7 normally are the ones that deal with the immediate emergencies. Hopefully, you spent the time training them to understand the thing you put online and have put enough emphasis in your system design to ensure manageability and monitoring is easy to do. That said, this is even more of a reason why you don't want to fvck up. The more crap you put online that isn't tested or can't be diagnosed, or contains fragile failure points, the more you're going to end up getting paged, and your development team that worked with you is never going to want to work with you again on a future project.

[img_assist|nid=5962|title=selfportrait|desc=|link=node|align=left|width=100|height=80]

—– Sour grapes for everyone!

[Coronita]

I wasn't going to weigh in but since everyone else is.

With 14 years experience in enterprise software (J2EE, 3tier transactions systems, etc) , you can see anywhere from 105-130k+10k here in SD, before bonus and that usually does not involve the hassle of managing people. The low end is typically found at defense companies like BAE.Northrop,etc. The higher end is on larger/non-defense software companies. Add a manager title and/or architect level position, and you'll see around 150k-160k. Bonus vary by company, with again the low end being from defense company. My company has typically handed out around 20% each year for the past couple of years, though my company is also starting to demand more now.

Qualcomm: Staff Engineer/Manager embedded software folks can see roughly 130k+-10k (pecking order is Engineer/Senior/Staff/Senior Staff.) The "manager" title at qualcomm imho isn't really a "manager" in the strictest sense in that you really aren't "managing" people on your project.. Qualcomm's structure is matrixed, such that your reporting structure is completely different from your work structure. You work for a Lead but your manager typically does your reviews and typically you don't work for. So the manager's role is roughly every 6 months to collect feedback for the managee from his/her peers, present his/her findings to a compensation meeting. A manager title roughly translates into a 6% pay raise, which while isn't much, is pretty good considering the only thing you really need to do is fill out a bunch of forms and attend a meeting every 6 months to review people that never worked for you. (Yes, I know, pretty weird). Bonus recently has been good so i'm told. In general, Program Manager's at QC aren't highly regarded, and pay probably is not that comparable to what you would see at a defense company for a PM. Note, QC is one of the few remaining companies that still do 6 months compensation reviews. Everyone else is doing 1 year.

 

Compared to the Bay Area: I for the longest time was saying that the pay here isn't too different from the bay area (at least not from my perspective). Well, apparentlly I haven't checked with latest comps being offered for a comparable position up there for me. A few startups have offered approximately 25% more than what I currently have down here, which is consistent with the 25% differential folks have stated seeing from moving from here back there or vice versus. Adobe, for example, I have heard is offering senior software engineers around 150-160k, though the flip side is it's hard to get into some of those companies with the top salaries.

 

Frankly with a W2, you hit a point of diminishing returns. The numbers look great on paper, but after taxes it's really not worth the extra 5-10% gross pay differential if the company is demanding you to work 20-30% more. Maybe it's just because I'm getting older. Also, when you're in a bigger role, if some always-on enterprise service ever breaks for an extended time, some heads are going to roll, and more than likely it will be yours. As far as overtime and being on call. Everyone that works in a company that has an online presence has some level of on-callness at critical points in the season. Usually, there is an escalation process, so those doing the development *should* be the last to get called. There's usually an I.T./operations team which are paid to work 24/7 normally are the ones that deal with the immediate emergencies. Hopefully, you spent the time training them to understand the thing you put online and have put enough emphasis in your system design to ensure manageability and monitoring is easy to do. That said, this is even more of a reason why you don't want to fvck up. The more crap you put online that isn't tested or can't be diagnosed, or contains fragile failure points, the more you're going to end up getting paged, and your development team that worked with you is never going to want to work with you again on a future project.

[img_assist|nid=5962|title=selfportrait|desc=|link=node|align=left|width=100|height=80]

—– Sour grapes for everyone!

[Coronita]

I wasn't going to weigh in but since everyone else is.

With 14 years experience in enterprise software (J2EE, 3tier transactions systems, etc) , you can see anywhere from 105-130k+10k here in SD, before bonus and that usually does not involve the hassle of managing people. The low end is typically found at defense companies like BAE.Northrop,etc. The higher end is on larger/non-defense software companies. Add a manager title and/or architect level position, and you'll see around 150k-160k. Bonus vary by company, with again the low end being from defense company. My company has typically handed out around 20% each year for the past couple of years, though my company is also starting to demand more now.

Qualcomm: Staff Engineer/Manager embedded software folks can see roughly 130k+-10k (pecking order is Engineer/Senior/Staff/Senior Staff.) The "manager" title at qualcomm imho isn't really a "manager" in the strictest sense in that you really aren't "managing" people on your project.. Qualcomm's structure is matrixed, such that your reporting structure is completely different from your work structure. You work for a Lead but your manager typically does your reviews and typically you don't work for. So the manager's role is roughly every 6 months to collect feedback for the managee from his/her peers, present his/her findings to a compensation meeting. A manager title roughly translates into a 6% pay raise, which while isn't much, is pretty good considering the only thing you really need to do is fill out a bunch of forms and attend a meeting every 6 months to review people that never worked for you. (Yes, I know, pretty weird). Bonus recently has been good so i'm told. In general, Program Manager's at QC aren't highly regarded, and pay probably is not that comparable to what you would see at a defense company for a PM. Note, QC is one of the few remaining companies that still do 6 months compensation reviews. Everyone else is doing 1 year.

 

Compared to the Bay Area: I for the longest time was saying that the pay here isn't too different from the bay area (at least not from my perspective). Well, apparentlly I haven't checked with latest comps being offered for a comparable position up there for me. A few startups have offered approximately 25% more than what I currently have down here, which is consistent with the 25% differential folks have stated seeing from moving from here back there or vice versus. Adobe, for example, I have heard is offering senior software engineers around 150-160k, though the flip side is it's hard to get into some of those companies with the top salaries.

 

Frankly with a W2, you hit a point of diminishing returns. The numbers look great on paper, but after taxes it's really not worth the extra 5-10% gross pay differential if the company is demanding you to work 20-30% more. Maybe it's just because I'm getting older. Also, when you're in a bigger role, if some always-on enterprise service ever breaks for an extended time, some heads are going to roll, and more than likely it will be yours. As far as overtime and being on call. Everyone that works in a company that has an online presence has some level of on-callness at critical points in the season. Usually, there is an escalation process, so those doing the development *should* be the last to get called. There's usually an I.T./operations team which are paid to work 24/7 normally are the ones that deal with the immediate emergencies. Hopefully, you spent the time training them to understand the thing you put online and have put enough emphasis in your system design to ensure manageability and monitoring is easy to do. That said, this is even more of a reason why you don't want to fvck up. The more crap you put online that isn't tested or can't be diagnosed, or contains fragile failure points, the more you're going to end up getting paged, and your development team that worked with you is never going to want to work with you again on a future project.

[img_assist|nid=5962|title=selfportrait|desc=|link=node|align=left|width=100|height=80]

—– Sour grapes for everyone!

[Coronita]

I wasn't going to weigh in but since everyone else is.

With 14 years experience in enterprise software (J2EE, 3tier transactions systems, etc) , you can see anywhere from 105-130k+10k here in SD, before bonus and that usually does not involve the hassle of managing people. The low end is typically found at defense companies like BAE.Northrop,etc. The higher end is on larger/non-defense software companies. Add a manager title and/or architect level position, and you'll see around 150k-160k. Bonus vary by company, with again the low end being from defense company. My company has typically handed out around 20% each year for the past couple of years, though my company is also starting to demand more now.

Qualcomm: Staff Engineer/Manager embedded software folks can see roughly 130k+-10k (pecking order is Engineer/Senior/Staff/Senior Staff.) The "manager" title at qualcomm imho isn't really a "manager" in the strictest sense in that you really aren't "managing" people on your project.. Qualcomm's structure is matrixed, such that your reporting structure is completely different from your work structure. You work for a Lead but your manager typically does your reviews and typically you don't work for. So the manager's role is roughly every 6 months to collect feedback for the managee from his/her peers, present his/her findings to a compensation meeting. A manager title roughly translates into a 6% pay raise, which while isn't much, is pretty good considering the only thing you really need to do is fill out a bunch of forms and attend a meeting every 6 months to review people that never worked for you. (Yes, I know, pretty weird). Bonus recently has been good so i'm told. In general, Program Manager's at QC aren't highly regarded, and pay probably is not that comparable to what you would see at a defense company for a PM. Note, QC is one of the few remaining companies that still do 6 months compensation reviews. Everyone else is doing 1 year.

 

Compared to the Bay Area: I for the longest time was saying that the pay here isn't too different from the bay area (at least not from my perspective). Well, apparentlly I haven't checked with latest comps being offered for a comparable position up there for me. A few startups have offered approximately 25% more than what I currently have down here, which is consistent with the 25% differential folks have stated seeing from moving from here back there or vice versus. Adobe, for example, I have heard is offering senior software engineers around 150-160k, though the flip side is it's hard to get into some of those companies with the top salaries.

 

Frankly with a W2, you hit a point of diminishing returns. The numbers look great on paper, but after taxes it's really not worth the extra 5-10% gross pay differential if the company is demanding you to work 20-30% more. Maybe it's just because I'm getting older. Also, when you're in a bigger role, if some always-on enterprise service ever breaks for an extended time, some heads are going to roll, and more than likely it will be yours. As far as overtime and being on call. Everyone that works in a company that has an online presence has some level of on-callness at critical points in the season. Usually, there is an escalation process, so those doing the development *should* be the last to get called. There's usually an I.T./operations team which are paid to work 24/7 normally are the ones that deal with the immediate emergencies. Hopefully, you spent the time training them to understand the thing you put online and have put enough emphasis in your system design to ensure manageability and monitoring is easy to do. That said, this is even more of a reason why you don't want to fvck up. The more crap you put online that isn't tested or can't be diagnosed, or contains fragile failure points, the more you're going to end up getting paged, and your development team that worked with you is never going to want to work with you again on a future project.

[img_assist|nid=5962|title=selfportrait|desc=|link=node|align=left|width=100|height=80]

—– Sour grapes for everyone!

[Coronita]

I wasn't going to weigh in but since everyone else is.

With 14 years experience in enterprise software (J2EE, 3tier transactions systems, etc) , you can see anywhere from 105-130k+10k here in SD, before bonus and that usually does not involve the hassle of managing people. The low end is typically found at defense companies like BAE.Northrop,etc. The higher end is on larger/non-defense software companies. Add a manager title and/or architect level position, and you'll see around 150k-160k. Bonus vary by company, with again the low end being from defense company. My company has typically handed out around 20% each year for the past couple of years, though my company is also starting to demand more now.

Qualcomm: Staff Engineer/Manager embedded software folks can see roughly 130k+-10k (pecking order is Engineer/Senior/Staff/Senior Staff.) The "manager" title at qualcomm imho isn't really a "manager" in the strictest sense in that you really aren't "managing" people on your project.. Qualcomm's structure is matrixed, such that your reporting structure is completely different from your work structure. You work for a Lead but your manager typically does your reviews and typically you don't work for. So the manager's role is roughly every 6 months to collect feedback for the managee from his/her peers, present his/her findings to a compensation meeting. A manager title roughly translates into a 6% pay raise, which while isn't much, is pretty good considering the only thing you really need to do is fill out a bunch of forms and attend a meeting every 6 months to review people that never worked for you. (Yes, I know, pretty weird). Bonus recently has been good so i'm told. In general, Program Manager's at QC aren't highly regarded, and pay probably is not that comparable to what you would see at a defense company for a PM. Note, QC is one of the few remaining companies that still do 6 months compensation reviews. Everyone else is doing 1 year.

 

Compared to the Bay Area: I for the longest time was saying that the pay here isn't too different from the bay area (at least not from my perspective). Well, apparentlly I haven't checked with latest comps being offered for a comparable position up there for me. A few startups have offered approximately 25% more than what I currently have down here, which is consistent with the 25% differential folks have stated seeing from moving from here back there or vice versus. Adobe, for example, I have heard is offering senior software engineers around 150-160k, though the flip side is it's hard to get into some of those companies with the top salaries.

 

Frankly with a W2, you hit a point of diminishing returns. The numbers look great on paper, but after taxes it's really not worth the extra 5-10% gross pay differential if the company is demanding you to work 20-30% more. Maybe it's just because I'm getting older. Also, when you're in a bigger role, if some always-on enterprise service ever breaks for an extended time, some heads are going to roll, and more than likely it will be yours. As far as overtime and being on call. Everyone that works in a company that has an online presence has some level of on-callness at critical points in the season. Usually, there is an escalation process, so those doing the development *should* be the last to get called. There's usually an I.T./operations team which are paid to work 24/7 normally are the ones that deal with the immediate emergencies. Hopefully, you spent the time training them to understand the thing you put online and have put enough emphasis in your system design to ensure manageability and monitoring is easy to do. That said, this is even more of a reason why you don't want to fvck up. The more crap you put online that isn't tested or can't be diagnosed, or contains fragile failure points, the more you're going to end up getting paged, and your development team that worked with you is never going to want to work with you again on a future project.

[img_assist|nid=5962|title=selfportrait|desc=|link=node|align=left|width=100|height=80]

—– Sour grapes for everyone!

[davelj]

I thought I’d weigh in on the insurance issue. I’m self-employed and I pay $160/month through Blue Cross of CA for a policy that has a $10K deductible and covers 100% of everything else up to $2 million of health costs annually. So, essentially, I’m self-insuring myself for the first $10,000 and insuring through Blue Cross of CA for anything really serious.

This is probably the best sort of plan for anyone with ALL of the following characteristics:
(1) self-employed;
(2) healthy – no known pre-existing health issues;
(3) single or married with no kids;
(4) under 55;
(5) enough liquidity to comfortably pay $10K if something bad comes up.

Many folks here in the U.S. are way overinsured for their real needs. When I was an employee several years back I paid $270/month through some high-fallutin’ plan and I think I used about $100/year of that insurance when I’d go to the doctor once a year for a check-up. Otherwise, it was flushed down the toilet. Had I not been part of group coverage, I’m sure that same coverage would have cost $400/month or more. Now, I’m not against insurance, per se. But a lot of people don’t think about their real insurance needs and how they should structure their policy. If you meet 1-5 above, self-insuring that first $10K is probably the most cost effective means of insuring yourself until you hit 55. For what it’s worth, my doctor agrees with this thinking as well.

[davelj]

I thought I’d weigh in on the insurance issue. I’m self-employed and I pay $160/month through Blue Cross of CA for a policy that has a $10K deductible and covers 100% of everything else up to $2 million of health costs annually. So, essentially, I’m self-insuring myself for the first $10,000 and insuring through Blue Cross of CA for anything really serious.

This is probably the best sort of plan for anyone with ALL of the following characteristics:
(1) self-employed;
(2) healthy – no known pre-existing health issues;
(3) single or married with no kids;
(4) under 55;
(5) enough liquidity to comfortably pay $10K if something bad comes up.

Many folks here in the U.S. are way overinsured for their real needs. When I was an employee several years back I paid $270/month through some high-fallutin’ plan and I think I used about $100/year of that insurance when I’d go to the doctor once a year for a check-up. Otherwise, it was flushed down the toilet. Had I not been part of group coverage, I’m sure that same coverage would have cost $400/month or more. Now, I’m not against insurance, per se. But a lot of people don’t think about their real insurance needs and how they should structure their policy. If you meet 1-5 above, self-insuring that first $10K is probably the most cost effective means of insuring yourself until you hit 55. For what it’s worth, my doctor agrees with this thinking as well.

[davelj]

I thought I’d weigh in on the insurance issue. I’m self-employed and I pay $160/month through Blue Cross of CA for a policy that has a $10K deductible and covers 100% of everything else up to $2 million of health costs annually. So, essentially, I’m self-insuring myself for the first $10,000 and insuring through Blue Cross of CA for anything really serious.

This is probably the best sort of plan for anyone with ALL of the following characteristics:
(1) self-employed;
(2) healthy – no known pre-existing health issues;
(3) single or married with no kids;
(4) under 55;
(5) enough liquidity to comfortably pay $10K if something bad comes up.

Many folks here in the U.S. are way overinsured for their real needs. When I was an employee several years back I paid $270/month through some high-fallutin’ plan and I think I used about $100/year of that insurance when I’d go to the doctor once a year for a check-up. Otherwise, it was flushed down the toilet. Had I not been part of group coverage, I’m sure that same coverage would have cost $400/month or more. Now, I’m not against insurance, per se. But a lot of people don’t think about their real insurance needs and how they should structure their policy. If you meet 1-5 above, self-insuring that first $10K is probably the most cost effective means of insuring yourself until you hit 55. For what it’s worth, my doctor agrees with this thinking as well.

[davelj]

I thought I’d weigh in on the insurance issue. I’m self-employed and I pay $160/month through Blue Cross of CA for a policy that has a $10K deductible and covers 100% of everything else up to $2 million of health costs annually. So, essentially, I’m self-insuring myself for the first $10,000 and insuring through Blue Cross of CA for anything really serious.

This is probably the best sort of plan for anyone with ALL of the following characteristics:
(1) self-employed;
(2) healthy – no known pre-existing health issues;
(3) single or married with no kids;
(4) under 55;
(5) enough liquidity to comfortably pay $10K if something bad comes up.

Many folks here in the U.S. are way overinsured for their real needs. When I was an employee several years back I paid $270/month through some high-fallutin’ plan and I think I used about $100/year of that insurance when I’d go to the doctor once a year for a check-up. Otherwise, it was flushed down the toilet. Had I not been part of group coverage, I’m sure that same coverage would have cost $400/month or more. Now, I’m not against insurance, per se. But a lot of people don’t think about their real insurance needs and how they should structure their policy. If you meet 1-5 above, self-insuring that first $10K is probably the most cost effective means of insuring yourself until you hit 55. For what it’s worth, my doctor agrees with this thinking as well.

[davelj]

I thought I’d weigh in on the insurance issue. I’m self-employed and I pay $160/month through Blue Cross of CA for a policy that has a $10K deductible and covers 100% of everything else up to $2 million of health costs annually. So, essentially, I’m self-insuring myself for the first $10,000 and insuring through Blue Cross of CA for anything really serious.

This is probably the best sort of plan for anyone with ALL of the following characteristics:
(1) self-employed;
(2) healthy – no known pre-existing health issues;
(3) single or married with no kids;
(4) under 55;
(5) enough liquidity to comfortably pay $10K if something bad comes up.

Many folks here in the U.S. are way overinsured for their real needs. When I was an employee several years back I paid $270/month through some high-fallutin’ plan and I think I used about $100/year of that insurance when I’d go to the doctor once a year for a check-up. Otherwise, it was flushed down the toilet. Had I not been part of group coverage, I’m sure that same coverage would have cost $400/month or more. Now, I’m not against insurance, per se. But a lot of people don’t think about their real insurance needs and how they should structure their policy. If you meet 1-5 above, self-insuring that first $10K is probably the most cost effective means of insuring yourself until you hit 55. For what it’s worth, my doctor agrees with this thinking as well.

[Jim Jones]

I understand what you are all saying when if comes to buying what you need when it comes to health insurace, but my question to you is, as you age what will you do? Once you have a preexisting condition good luck getting better coverage. Once you start a family your going to have to get better personal and family coverage, those pre-existing conditions are no longer covered. It’s like having a perpetual liability following you for the remainder of your life that you will have to have cash to cover. I am under 30 but know that when you get old and small problems turn to chronic ones, good insurance will be a safety net worth having rather then draining the retirement account I spent my early years building up.

The lack of certainty in the health coverage sector is one of the reasons middle class jobs have been thinned out over the years. Employers looked at the cost of providing it among other things and decided there are many other 1st world countries where it is cheaper to do business with a stable educated workforce.

[Jim Jones]

I understand what you are all saying when if comes to buying what you need when it comes to health insurace, but my question to you is, as you age what will you do? Once you have a preexisting condition good luck getting better coverage. Once you start a family your going to have to get better personal and family coverage, those pre-existing conditions are no longer covered. It’s like having a perpetual liability following you for the remainder of your life that you will have to have cash to cover. I am under 30 but know that when you get old and small problems turn to chronic ones, good insurance will be a safety net worth having rather then draining the retirement account I spent my early years building up.

The lack of certainty in the health coverage sector is one of the reasons middle class jobs have been thinned out over the years. Employers looked at the cost of providing it among other things and decided there are many other 1st world countries where it is cheaper to do business with a stable educated workforce.

[Jim Jones]

I understand what you are all saying when if comes to buying what you need when it comes to health insurace, but my question to you is, as you age what will you do? Once you have a preexisting condition good luck getting better coverage. Once you start a family your going to have to get better personal and family coverage, those pre-existing conditions are no longer covered. It’s like having a perpetual liability following you for the remainder of your life that you will have to have cash to cover. I am under 30 but know that when you get old and small problems turn to chronic ones, good insurance will be a safety net worth having rather then draining the retirement account I spent my early years building up.

The lack of certainty in the health coverage sector is one of the reasons middle class jobs have been thinned out over the years. Employers looked at the cost of providing it among other things and decided there are many other 1st world countries where it is cheaper to do business with a stable educated workforce.

[Jim Jones]

I understand what you are all saying when if comes to buying what you need when it comes to health insurace, but my question to you is, as you age what will you do? Once you have a preexisting condition good luck getting better coverage. Once you start a family your going to have to get better personal and family coverage, those pre-existing conditions are no longer covered. It’s like having a perpetual liability following you for the remainder of your life that you will have to have cash to cover. I am under 30 but know that when you get old and small problems turn to chronic ones, good insurance will be a safety net worth having rather then draining the retirement account I spent my early years building up.

The lack of certainty in the health coverage sector is one of the reasons middle class jobs have been thinned out over the years. Employers looked at the cost of providing it among other things and decided there are many other 1st world countries where it is cheaper to do business with a stable educated workforce.

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