Bill Overview
Title: COVID–19 Commuter Benefits Distribution Act
Description: This bill permits a one-time payment of unused transportation fringe benefits to a succeeding month. Under current law, such unused benefits are forfeited.
Sponsors: Rep. Rice, Kathleen M. [D-NY-4]
Target Audience
Population: People who commute to work and are eligible for transportation fringe benefits globally
Estimated Size: 30000000
- The bill involves transportation fringe benefits which are often offered by employers as part of a compensation package.
- Employees who commute to work using public transport, parking, or vanpooling facilities typically benefit from such fringe benefits.
- Globally, many countries have similar systems of commuter benefits, although the specific details and coverage can vary.
- The impact is most directly felt by workers in urban and suburban areas where commuting by public transit, car pools, or other similar means is common.
Reasoning
- The COVID-19 Commuter Benefits Distribution Act is primarily aimed at regular commuters who receive transportation fringe benefits. The policy allows them to carry over unused benefits to future months rather than losing them, which could reduce financial stress for some commuters and potentially improve their quality of life.
- Since a significant portion of the workforce commutes and some receive transportation fringe benefits, the policy might have direct effects, particularly for those who have been underutilizing their benefits.
- Given a budget of $3 billion over a decade, the policy can substantially impact many urban commuters' wellbeing, although potentially not all beneficiaries, as some may not leave unused benefits to carry over monthly.
- The qualitative impact on the Cantril wellbeing score will depend on whether the potential financial flexibility aligns with personal needs and priorities of individual beneficiaries.
Simulated Interviews
Software Developer (New York City)
Age: 35 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 10/20
Statement of Opinion:
- I regularly max out my transportation benefits just for my subway commute, so initially, the carryover doesn’t seem beneficial.
- However, if I need to start working late nights or weekends in future, having the reserve could ease the budgeting for add-on fares.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Marketing Specialist (San Francisco)
Age: 28 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 3.0 years
Commonness: 8/20
Statement of Opinion:
- Being able to carry over benefits is a nice safety net since some months I don't drive as much due to working from home.
- This adds a bit of flexibility to my budget when traffic picks up seasonally.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Financial Analyst (Chicago)
Age: 42 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 5.0 years
Commonness: 7/20
Statement of Opinion:
- If I don't use all my parking benefits due to remote work, it’s reassuring to know they won’t just disappear.
- It's not a life-changer, but having that extra security is nice for when I travel to client sites unpredictably.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
School Teacher (Los Angeles)
Age: 55 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 0.0 years
Commonness: 5/20
Statement of Opinion:
- I rarely think about the fringe benefits as they do not cover much of my commuting costs.
- Being able to roll over unused benefits is slightly comforting but not impactful unless work schedules drastically change.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Nurse (Houston)
Age: 30 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- Given my irregular hours, any extra benefit to carry over is a welcome lifeline for unexpected schedule changes.
- While I rely heavily on a carpool, I don’t use benefits every month, so this change helps financially.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Electrician (Boston)
Age: 40 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 1.0 years
Commonness: 9/20
Statement of Opinion:
- Having rollover benefits isn’t directly useful as I handle my transport differently each month.
- If my workplace made more active use of such programs, I might benefit more.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 5 | 5 |
| Year 3 | 5 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Freelance Writer (Seattle)
Age: 38 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 0.0 years
Commonness: 4/20
Statement of Opinion:
- As an independent contractor, I do not receive commuter benefits, so the policy doesn't apply to me.
- I see the potential use to conventional employees.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Office Administrator (Miami)
Age: 47 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- Rolling over benefits adds a cushion I didn't have before, as my month-to-month commuting costs vary with work assignments.
- It simplifies budgeting but is not majorly transformative.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
Civil Engineer (Denver)
Age: 32 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- I’ve benefited from commuter benefits for years, allowing me to come to work stress-free.
- With this policy, if I'm ever in a position where I use my car more than usual, it's comforting to know there are extra benefits available to draw from.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 9 | 8 |
| Year 2 | 9 | 8 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
Customer Support Representative (Atlanta)
Age: 25 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 4.0 years
Commonness: 8/20
Statement of Opinion:
- The policy is beneficial as some months are lighter on transport costs due to cycling which is my preferred mode.
- Knowing benefits are carried forward provides an added layer of budgetary ease for emergency expenses.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Cost Estimates
Year 1: $3000000000 (Low: $2000000000, High: $4000000000)
Year 2: $0 (Low: $0, High: $0)
Year 3: $0 (Low: $0, High: $0)
Year 5: $0 (Low: $0, High: $0)
Year 10: $0 (Low: $0, High: $0)
Year 100: $0 (Low: $0, High: $0)
Key Considerations
- The policy targets a specific group of benefit-eligible employees who utilize commuter benefits, reflecting a niche market rather than a broad population.
- It adjusts benefits to be more flexible, potentially affecting employer reporting but not creating substantial economic shifts.
- Consideration of the indirect effects on employer spending habits and employee satisfaction could contribute to a qualitative impact measure.