<http://webisa.webdatacommons.org/prov/423188478>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/50402443> .
<http://webisa.webdatacommons.org/prov/339307340>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/50402443> .
<http://webisa.webdatacommons.org/50402443>	<http://www.w3.org/ns/prov#wasQuotedFrom>	<lifehealthpro.com> .
<http://webisa.webdatacommons.org/prov/337803541>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/50402443> .
<http://webisa.webdatacommons.org/50402443>	<http://www.w3.org/1999/02/22-rdf-syntax-ns#type>	<http://www.w3.org/ns/prov#Entity> .
<http://webisa.webdatacommons.org/50402443>	<http://www.w3.org/ns/prov#value>	"Others say that when setting their 401(k) contributions, they consider a wide range of benefits and their costs as well as employee preferences, including health care, vacation policy and incentives such as performance bonuses, stock options and outright grants." .