A recent technical release issued by the U.S. Department of Labor imposes severe dollar limits on employers wanting to make pre-tax contributions to the medical flexible spending accounts for eligible employees.
Multiple vendors providing best-of-breed solutions that are not integrated with each other present budgeting, deployment and management costs and challenges for benefit managers.
People managers should not underestimate the impact of coaching their people to success around individual and shared goals. Its one of the rare benefits that accrues to the organization as much as its employees.
Commentary: One of Americas most enduring mysteries is why the organizations that pay for most health care dont work together to force better value from the health care industry.
Are your retirement plan fees market-competitive? Fees don't necessarily have to be the lowest cost, but they do need to be reasonable.
Many wellness models are based on mythology. Myths like all plans should have disease management, or everyone needs to work on heart disease prevention. How to get past the noise and on to effective interventions? Look closely at your own group its people, its illnesses, and its work environment.
Everyone who has pursued a traditional employee weight loss program knows that results can be unpredictable. Usually, enough employees succeed in losing weight to give the program value. The problem is they often gain it back. While programs are going in the right direction, clearly there is room for improvement.
Fresh off attending SXSW Interactive, flexible workplace consultant Shani Magosky believes todays generation of entrepreneurs may not be as willing to sacrifice every other aspect of their lives for their work as were their predecessors.
At any given time in the United States, an estimated 1 in 10 adults report symptoms that would qualify for a depression diagnosis. For benefits professionals, navigating employee mental health can be tricky. Not all symptoms are noticeable, but a few hidden indicators can hinder overall productivity.
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.
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.