I found this sort of interesting, mostly because it's written from a different angle than I usually think about health care. For instance: > I'd rather optimi

I found this sort of interesting, mostly because it's written from a different angle than I usually think about health care. For instance: > I'd rather optimize for the common case (random doctor visits) than for the edge case (major medical emergency). In my case, I'd prefer to let health insurance work as insurance and have another tool to pay for routine medical care. The plan they opted out of is meant to be paired with an HSA, which is a pretax fund that pays for medical services. It also goes with you when you leave a company/insurance provider. I don't know what the cost difference was between the HSA compatible plan and the one they went with, but I'd like to! My ideal employer would pay for a high deductible health plan and and fund as much of an HSA as they could each year. This is a better deal for me (and I suspect many people here). It allows me to make more nuanced decisions about how my benefits are allocated. If I have a cold, but it's not quite bad enough that it's worth the $80 or whatever out of my "retirement account" to pay for it, I'd rather have the $80. Similarly, if I injure my knee, rather than paying the $800 for an MRI I might choose to put it off and try other things (that one I've done, it worked out well!). Health is one of those things that a health care plan isn't very good at maximizing, which is why it seems odd that companies/employees treat plans this way. The best possible things people can do for their health are: eat healthy and maintain an active lifestyle. Besides that, early detection of giant problems is a huge deal. Standard health plans don't really do any of that, unfortunately. Companies that want more healthy employees should address those things specifically, I think. Sadly, they're some of the first benefits to go (as I sit here sobbing about a 50% cut in my health club allowance for 2010).