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Flex 2002
News: Getting Strategic about Health Care
At Merck, we’re focused
on health care—for several reasons:
- First, it’s
our business, and as an established leader in the health care, managed
care and pharmaceutical industries, we’re committed to improving the
health of people around the world.
- Second, as an
employer, we invest in our employees by offering a competitive total
compensation package that includes health care benefits designed to
support employee health and enhance employee productivity.
- Third, as a
corporation with many shareholders (our employees among them), we
know that these benefits represent a significant financial investment.
In light of these factors, members of Merck’s senior management team have
re-evaluated the Company's long-term health care benefits. As a result,
we are changing certain aspects of our health care benefits program. In
this newsletter, we are pleased to communicate both Merck’s strategic
employee health care guiding principles and related 2002 health
care benefit changes.
Why Now?
The Company hasn’t implemented many major health care benefit changes
since 1995. For six years, careful corporate planning, along with smart
employee consumerism, has allowed Merck’s health care benefits—and employee
contributions for many of those coverages—to remain virtually unchanged.
To ensure that our
health care offerings remain high quality, competitive and appropriate,
Merck developed a set of employee health care guiding principles
and conducted a comprehensive evaluation of our current benefit offerings.
With both the guiding principles and clinical and competitive gaps
in mind, health care benefit changes were decided upon and approved by
Merck’s senior management for implementation effective January 1, 2002.
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2009 Merck Sharp & Dohme Corp., a subsidiary of Merck & Co., Inc., Whitehouse Station, N.J., U.S.A.
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