Are you that dense?
The topic of the discussion is this:
Working harder, smarter, and more hours, is getting you less and less ahead of the person who decides to work fewer hours, or not work at all. The rewards of these programs are going towards those who work less.
Re-read post #1 of this thread, for starters. You merely interpret the OP to suit your purposes.
Yes this will have more openings for people who want to work more, but I do wholly question your statement these are "upward mobility openings".
So the question then is, is this new base level of living that's being set, sufficient? For me it is not. And it is becoming increasingly difficult to break out and move upwards. That is the disincentive.
I think you misunderstand who will find this attractive. The vast majority of families don't make enough money for it to be an issue, even couples without children.
Here's how the subsidy cutoffs work, kinda. I disagree with the sharp cutoffs, which is fixable, in any case-
http://www.valuepenguin.com/2013/07/aca-subsidy-cliff-may-incentivize-working-less
People who are in the position to benefit are those who can downsize their incomes to slot in just under the cutoffs and whose overhead is low enough to allow for that. It's still upscale from median incomes. A family of 4 needs to have an AGI over $94K to lose their subsidy, an income level somewhere in the 80th percentile.
http://taxfoundation.org/article/summary-latest-federal-individual-income-tax-data-0
Lots of possible scenarios, but I figure it to be most attractive to empty nesters who have achieved some net worth & low overhead just by being prudent & steady. Paid off the house, the cabin, the college loans & everything they own, which is substantial. They have savings & investments, maybe qualify for a pension when they quit working. Getting by on $62K AGI generally isn't difficult when you have no bills. One partner may be able to retire pretty painlessly, or go for part time work instead. In order to get there, those people are probably journeymen at what they do or mid managers, so when they exit there's room for somebody to move up, and room for somebody else to move in to employment in a cascading fashion.
And, of course, we need to remember that most Americans are covered by employer group plans, anyway.