Applying the appropriate technology to boost benefits engagement may also require managers considering that technology in light of consumerism, compliance, cost and culture.
Tailoring a voluntary benefits plan to better suit the very different needs of workers with entirely different generational goals and objectives can be challenging, but the payoff is better participation.
Any benefits technology employers adopt should always engage and educate employees throughout the entire benefit experience. Donít offer access to technology simply for technologyís sake.
While employee wellness programs have been around for almost two decades, itís only been in the last five or so years that these efforts have gained traction, with little to no clear rules or guidance surrounding these programs.
Despite the efforts of patient safety and advocacy groups, hundreds of Americans die each day because of preventable hospital errors, accidents and injuries. Addressing and improving that safety for sick workers should be a top priority.
Do workplace wellness programs really work, or donít they? The truth is nuanced. It all depends upon how you define a comprehensive health promotion program and the metrics used to measure its effectiveness.
As a result of the Republican sweep of the Senate, employers are likely to face two more years of confusion and uncertainty surrounding the ACA. Here's a five-item checklist benefits managers can use to help steer clear of the penalties and taxes on the horizon.
With many employers moving to an online self-service model for benefits Ė and with the rapid changes in the health care industry Ė now more than ever, employees need an active guide to help them with their benefit selections and enrollment.
A relatively small number of easily fixable problems can make a big difference in many 401(k) plans. Check out this list from EBN's retirement blogger Robert Lawton to see if your 401(k) plan can be improved.
Amid todayís rapidly changing benefits landscape, employers are increasingly called to become more informed plan fiduciaries overseeing decisions about their planís qualified default investment alternatives. Three main components hold particular importance to help employers make reasonable QDIA decisions and fulfill ERISA obligations.