flexible benefits

HRQuest

There is a push within our company to have to two large divisions merge benefits plans. The question is what kind of plan should be created from merger of the two organizations. We have a flex benefits plan that gives employees points (dollar credits) to buy benefits and when the points are gone the employee uses his/her funds to pay for the balance of benefits cost. The merging organization does not offer flex credits, but does offer choice in terms of multiple medical plan options and the like. However, they simply charge employees a flat rate for benefits. The merging organization says there is a move away from flexible credit dollars and they would like us to adopt their flat rate for benefits posture. We believe flex plans with flex credits to buy benefits is quite common and there is a growing trend toward this model. I'd been interested in what others are doing in the regard.