Employers should concentrate on adopting measures that enable seamless plan-to-plan savings portability for participants, especially for employee accounts with less than $5,000.
Employers are increasingly turning to new strategies to help employees get the right care at the right time – improving their satisfaction, health and productivity while bending the healthcare cost trend.
Instead of amassing $1 million in savings, clients should consider asking themselves if they are prepared financially for several decades of retirement.
Fidelity Investments’ annual cost estimate is new motivation for employers to step up efforts in helping employees plan for medical expenses during their post-work years.
The typical COBRA beneficiary costs employers far more in claims expenses than an employee’s cost of coverage. Andrea Riggs, Director, Communications and Partner Marketing, GetInsured, discusses the cost savings and other advantages of public exchanges for both employers and employees.
Regulatory changes and tax savings opportunities make these retirement vehicles particularly well-suited to small companies like law firms and medical practices.
Employers should concentrate on adopting measures that enable seamless plan-to-plan savings portability for participants, especially for employee accounts with less than $5,000.
Many participants are hesitant to exercise the benefit for fear of making a mistake. Here’s how plan sponsors can alleviate these fears and encourage engagement.
The impact of accelerating change is real – every organization is under intense pressure to control costs while building and equipping an agile workforce.
