Telecommuting and, by extension, virtual work, is a positive force for both employers and employees. But aren't there plenty of cases of virtual employees crossing that work/life boundary, perhaps staying glued to their screens well into the evening hours?
Women face additional challenges when it comes to planning and saving for retirement. They often earn less than men and take more time out of the workforce over the course of their careers, which affects retirement plan eligibility and savings.
Besides death and dismemberment benefits, policies typically provide medical payments, temporary disability payments, and coverage for costs associated with repatriating employees from foreign soil.
Worry is never constructive. It is even less helpful when it alters the way we manage our 401(k) plan investments. Recent behavioral finance studies have shown that the more we worry about our investments, the more conservatively we invest.
While outsourcing is a dirty word for many U.S. workers, most organizations that outsource benefits administration do so not to reduce HR head count, but rather to achieve legal compliance, reduce burdens on internal staff, gain efficiencies and gain access self-service technology.
Employees are much more fearful of making bad investment decisions than they are of doing nothing and missing out on a potentially good investment, leading many to invest too conservatively in their 401(k) plans.
Employees who experienced negative interactions with their manager had a decreased sense of connection with their employer – and were less motivated to return to work following a disability.
Millennials' lower net worth, combined with a mindset that a disabling condition will never happen to them, makes them ideal candidates for disability insurance.
At Oracle’s first-ever HCM World conference, the technology company demonstrated its commitment to human resources customers, explaining its strategy for Modern HR in the Cloud, which is focused on meeting the needs of employees in a large, dispersed workforce.
However employers’ decisions have been determined by the Affordable Care Act, the reasons to continue investing in employee health and productivity remain.
Recent behavioral finance studies have shown that most participants invest too conservatively. Helping employees understand and overcome ambiguity is a good first step toward making them better 401(k) investors.
A contribution strategy is the foundation of a benefits program and is a major factor in determining plan satisfaction. Therefore, it’s imperative that the benefits administrator and their insurance broker develop a sustainable contribution strategy that makes sense for the employer and workforce.
Recently the U.S. Supreme Court announced that it will review Fifth Third Bancorp v. Duddenhoeffer, a case about the appropriateness of offering company stock in a 401(k) plan.
The dissatisfaction, disappointment and frustration with launch of the federal health insurance exchange could be expected, especially with the constantly elevating level of consumer expectations for e-commerce and other online systems. Meanwhile, the number of private exchanges continues to grow and are in a very good position to succeed.
While the intent of DOL fee disclosure regulations was to benefit retirement plan participants, results indicate there is much left to be desired. Employees have no idea what to look for or what their 401(k) fees even mean.