You know what would be great? Someone should combine this with 401k contributions/matching, and make it opt-in by default.<p>Let's say everyone gets, say, $250/month ($3000/year). If you have student loan debt, it goes to repay that first. If you're done, it goes to your 401k first, and then after that it goes into After-Tax 401k. If you can afford to contribute from your paycheck, then that additional amount gets matched at, say, 100% up to 1/3rd of the 401k limit, and 50% up to 2/3rds, both for the loan repayment, and for 401k saving.<p>Literally implement the /r/personalfinance flowchart as an auto-opt-in-perk.<p>(That said, I strongly believe folks should pay down credit cards before making above-minimum-payments on their student loans, since credit cards typically charge more interest.)
Why is this better than giving employees a $1200 higher salary and saving on the $6/mo fee? I understand that people are irrational and like benefits like this, but is there a tax benefit too?
This just seems like age discrimination to me. A subtle way to cut benefits and discourage people who are over 30 from wanting to work at your company. Am I wrong?<p>What benefit does this have to people without student loan debt? Can they still have gym reimbursements and free sodas?
HN comments when a company does something awful, "This is terrible!"<p>HN comments when a company does something nice, "This is terrible!"