Healthcare

The Supreme Court is slated to hear the Tibble v. Edison case in 2015, which promises to be a landmark ruling for the corporate retirement space.

Following the U.S. Supreme Court’s ruling in United States v. Windsor, and subsequent guidance from the federal government, legal advisers recommend that employers sift through their benefit plans and employee policies to ensure compliance for 2015.

Take a look around the benefits discussion table at many employers these days and you’ll see a wide variety of faces. With clients increasingly tying their benefits strategy to the other departments at their businesses, it’s no surprise that top brokers in the U.S. are taking a closer look at their own company structures in the process.

Voluntary benefits have experienced significant growth in recent years, a trend that brokers and carriers are hoping continues in the coming year.

Commentary: With so much happening at year’s end and again at the beginning of the New Year, columnist John Ludwig shares what plan sponsors be working on.

Low cost, no minimum investment and daily trading are reasons for their increased use over the past 10 years.

How can employers get more out of their wellness programs without also growing their budgets?

Historically, financial planners have advised that retirees could expect to derive their retirement income from three sources: Social Security, corporate retirement plans and personal savings. That might not be the case anymore.

Employers will devote more mind share to retirement programs in the coming year, in part because of increased confidence about compliance with the Affordable Care Act.

When evaluating the merits of a private exchange, one industry insider suggests pursuing an overall financial strategy built around achieving “true savings” rather than simply shifting costs onto employees – a warning that has been sounded for years in the traditional marketplace.