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Before advising employers to make significant plan adjustments, ask what their employees care about when selecting benefits.

Small businesses that fail to provide workers with solid guidance risk exposure to potentially crippling compliance and litigation costs.

The retirement plan gives employees freedom to direct investments and to accumulate savings.

Low participation rates shouldn’t stop advisers from offering the service, but rather provide an opportunity to gather success stories and improve engagement.

HR apps and wellness software make it easy to collect employee health information in one place, regularly update information and track goals.

Notices are scheduled to go out to employers by “late 2017” to instruct employers on how to process their mandated payments.

A repeal of the ACA requirement in the Senate’s proposal doesn’t get the U.S. closer to much-needed market stability.

Producers have limited time to get an employer’s attention and being obnoxious will not work.

There is opportunity now to explore remedies before clients enroll in a health insurance option that doesn’t meet their needs.

Offering low-cost investment options on plans can help employees mitigate longevity risk and provide options for workers with distinct savings goals or priorities.