(This came to me from Julia Sweet - Steve)

We are looking to change our benefit structure and cost-sharing.  I wanted to see how other organizations are structuring their benefit costs, specifically the cost for full-time employees vs. part-time employees.

At some companies, employees who work part-time, but are still eligible for benefits, pay a higher premium than their full-time counterparts.  So for instance, if a full-time employee pays 25% and the company pays 75% of the monthly premium, then what is a reasonable breaking point for part-time employees?  Would it be 35%-employee and 65% employer? 

I'm really trying to collect data to see what other organizations are doing. Thanks for any input. - Julia