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Investing dollars in improved care management programs, well-being initiatives and plan-design modernizations won’t produce full ROI unless the employee contribution methodology is sound.

They can help clients benefit from reduced risk and longer bond durations if the employers prepare for shifts in market direction.

Employers are not in the driver seat of these programs but they usually get the blame when a retirement plan needs an intervention, says attorney David Pixley.

Collective Investment Trust funds are gaining traction in retirement plans but advisers need to know how they can help plan participants.

Technology, employee data and help from brokers can play a key role in improving these offerings.

Brokers can maximize the value of their clients’ 401(k) participation and group health offerings by ensuring employers meet timely regulatory obligations.

When hiring a third-party financial partner, employee benefit consultants must look at data, technology and documentation.

With $1 trillion being lost to unaddressed chronic disease each year, employers must help address these conditions in wellness programs.

As Washington debates the AHCA, states are pushing plans that would wipe out health insurance companies.

Many employers wrongly believe they don’t need a plan document in place and think that health insurers are experts on regulations.