Many companies have frozen their defined benefit plans to new hires. Others have abandoned their pensions in favor of a 401(k) or other defined contribution plan. But not everyone is happy with DC plans because they often leave participants to fend for themselves when most have never had to make investment decisions.
Employers across the country are revisiting their health care cost structures due to the Affordable Care Act. Being able to stave off annual increases in employee health costs, as well as promoting healthy cultures in the workplace, seem to be where HR and benefit plan sponsors at the best performing companies (in terms of managing their health care costs) are focusing their time. Click here to find out their 5 core areas of focus in 2014.
The Affordable Care Act's medical loss ratio rule continues to force health insurers to pay refunds to consumers enrolled in individual and employer-sponsored health care coverage.
The White House this week breathed a sigh of relief - and conservatives simply sighed - when hours after a D.C. federal appeals court ruled that the Internal Revenue Service exceeded its authority in providing tax credit subsidies in 34 states, another federal appellate court ruled the opposite.
Employees need disability insurance and most employers are offering a group solution. But what can be done to enhance employees adoption of their available coverage?
A first-of-its-kind ranking of 401(k) plans at the 250 biggest companies in the U.S. unveils which companies offer the most lucrative retirement benefits and those with the least lavish. Among the least generous are Facebook, Amazon.com, and Whole Foods. Here are the 35 companies with the most advantageous retirement offerings.
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Multi-channel news, trend insights, expert analysis and exchange data that will support this sweeping evolution in the funding and distribution of employer-sponsored benefits.