Healthcare

Commentary: While these policies can be a win-win for both employers and employees, they are not without some legal risk. Here are the top risks associated with such policies and tips for how employers can mitigate those risks.

If done poorly, the introduction of voluntary benefits can lead to a frustrated workforce that doesn’t have the right insurance.

The health care system in the United States is on the threshold of changing the course of the nation and what happens now “can impact the life of every American more than any piece of policy or legislation we have seen in the recent past,” Sylvia Mathews Burwell, secretary of the Department of Health and Human Services, said Wednesday.

Employers facing benefit enrollment challenges or looking to streamline the enrollment process could benefit from the service of outsourcing the enrollment process. Choosing the appropriate benefit enrollment firm requires careful selection by the employer and its benefit adviser.

Achieving better enrollment rates for voluntary benefits depends on high-quality, relevant data.

Powers granted to shareholders to vote down pay packages for the CEO and other top executives by the 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act appear to be driving some change in executives’ “golden parachute” protections.

By now, some of your clients have come to you with a problem: How do I address this tax filing for IRS 6055/56? For some reason, their payroll vendor is unable to deliver or wants an arm and a leg to do the filing. You hold out hope that somehow this will blow over and get resolved. But as we get into the summer months, a greater number of your clients lacking in options will…

CMS says agent fees and commission cannot be excluded from issuer MLR reporting requirements — unless these very specific criteria are met.

Although they still amount to little more than a blip on the radar screen, income guarantee arrangements incorporated into defined contribution plans are growing rapidly in popularity.

The financial rewards of an engaged workforce can be significant for employers, and yet the correlation between higher levels of employee engagement and a company’s bottom line is not necessarily well-understood by senior executives.