Views

Employers need to be prepared to handle mental health accommodations for employees, while also being ADA-compliant, says employment attorney Ben Hase.

Advisers must stay ahead of emerging trends or risk exposing clients to additional costs, says Hodges-Mace’s Eric Helman.

Employers host a variety of valuable employee data such as age range, marital status and more; they should take advantage of the insight it can provide, says Thompson Online Benefits’ Brenden Mielke.

Drawing from the principles of AI, brokers need to develop new strengths in order to continue meeting the needs of their clients, says Hanna’s Matthew Augustine.

For a federal civil servant to prove a forced, discrimination-based resignation, the clock starts ticking the moment the employer is informed of the employee’s intent to leave.

Advisers should start with addressing employee turnover rates and focusing on targeted communication for each age group, says Reward Gateway’s Debra Corey.

While the programs are popular, they’re all too often reactionary and don’t take enough of a holistic approach to worker well-being, according to Corporate Synergies’ Robert Stumper.

Dozens of brokers and consultants weigh in on the practice, and Hodges-Mace’s Eric Helman explains the fallacies behind this siloed approach.

Investors have never been sold on either deal as a sure thing, but the Anthem-Cigna tie-up is looking increasingly endangered, writes Bloomberg Gadfly's Max Nisen.

Research shows that offering paid leave is good for business and employers should look past short-term economic concerns, according to One Medical’s Christine Morehead.