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For about the same cost as covering two annual visits at 100%, employer clients could cover four at 80% to prevent more serious problems, as well as treat cavities painlessly.

Harnessing auto portability ensures plan participants receive all their retirement savings, and can also reduce fiduciary liability for sponsors.

As national houses sail downstream after smaller groups, collaborative independents are swimming upstream to take larger groups from bigger shops.

PI reviews have become a practical and legal necessity that generates savings, protects members and meets fiduciary obligations.

With IRS guidance on new 401(k) eligibility rules still pending, now is the time to help expand workplace savings plans to include loyal part-time employees.

Using a data-driven approach will produce better results and at a lower cost.

Employers can help level the playing field by adopting an Individual Coverage Health Reimbursement Account, which will allow them to customize their benefits and avoid subsidizing coverage for segments of the workforce.

Strategies include implementing a matching program or student loan management solution to help pay down debt, as well as a 529 plan for parents saving for their child’s educational future.

It starts with rejecting subjective concepts and demanding objective pricing metrics.

Stale offerings that no one actually uses won’t move the needle on talent management, but earmarking an allowance for expanded options will spark interest and manage costs.