PTO is nothing special. It’s just another benefit you can place a monetary amount on. If they won’t give you more than two weeks paid time off and they will let you take unpaid time off, add the amount that week of unpaid time off is worth to your required salary - of course take into account that PTO is a non taxed benefit.
yeah sure but depending on the company it's easier to take PTO than UPTO. People expect you to take all your PTO generally. That's not always true if it's unpaid.
If you make 140400 a year and are getting 2 weeks of vacation. You are making $2700 a week. If you took another week off of unpaid time off. You will lose $2700 for that year.
If they gave you an extra week of vacation. Your taxes wouldn’t change. If instead they gave you an extra $2700 in salary and you took a week off of unpaid time off, you have to pay 24% in Federal taxes on that income + 1.45% in Medicare (you are already over the social security maximum).
You would need to make $3621 more just to start breaking even ($2700/(1 - .24 - .0145)). But even then you are paying taxes on the extra 3621-2700. I’m sure there is some formula to break even but I would just ask for an extra $4000 and call it a day.
What you're saying is that your net income after taxes is less than your gross income. Of course that is true, and the exact numbers will vary for every individual. Naturally you should always take the difference between gross and net into account in any financial decisions.
That wasn't what I was addressing, I was only commenting on this: "PTO is a non taxed benefit."
Someone could misinterpret that and think "I pay taxes on my salary, but PTO is not taxed."
But the money you're paid for PTO is salary. If you have accrued PTO and leave a company, when you get your final check you will find that the PTO payout is taxed as ordinary income, just like all of your other paychecks. And while you are at a company, the income you receive from any PTO days is also taxed as ordinary income, no different from a day that you actually work.
For nice round numbers. Say you’re making $140K (above the social security maximum to make the calculations slightly simpler).
A 5% match is $7000. But since it is an untaxed employee benefit and if I think I can already max out my 401K plan, I would have to take into account the 24% Federal 6% state (GA), and 1.4% Medicare tax - 31.4%
That means I would need to negotiate at least 7000/.686 = $10,204 extra.
Employer contributions are tax deferred, not untaxed. Assuming you don't trigger penalties, you'll pay ordinary income on that down the line. I wouldn't expect to retire into a 0% tax bracket, especially if you're maxing the employee contribution.
Capital gains are taxed as ordinary income when withdrawn from the 401k. The timing is better (since you're not taxed on sale, you can rebalance at will), but the rates are worse than a taxable account.
I'm just saying, if you count employer 401k match in your all-in comp figure, it doesn't make sense to treat it as untaxed; it will be taxed, the rate might be less, but it might not be that much less.
You can put the employee contribution into Roth, but the employer contribution is almost certainly going into traditional; I don't believe there is a provision for employer match into Roth.
Unlike the employee's contribution, however, the employer's contribution is placed into a traditional 401(k) plan, and it is taxable upon withdrawal. The employee's into a Roth 401(k). Therefore, many employers have found the additional administrative demands of offering the Roth 401(k) outweigh the benefits to their employees and do not often offer one. This is the reason for the perception, or misconception, that employers cannot provide a match to Roth 401(k) employee contributions, when in reality, they are simply not providing the option for the plan at all due to the administrative hassle.
I feel the same way about 401K matching.