Gone are the days of “voluntary” being frowned upon in the workplace. We are past the stage of employer unease with the concept and the resulting worry about “selling” to employees. Instead, voluntary benefits have become a welcome addition – some would even say critical – yielding increasingly competitive employee benefits packages that couldn’t be offered without them.
Elderly workers should make sure they have enough fixed-income in their retirement portfolios to spin off cash to cover the gap between income and expenses until the market recovers.
Foreign hackers are learning that $5.3 trillion of retirement plan assets are ready for the taking, leaving plan sponsors and participants susceptible to theft.
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.
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.
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.
