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While acknowledging differences is critically important, so too is identifying the shared needs and desires that align various members of the workforce.

To rein in rising costs, employers can contract directly with a PBM, as well as avoid schemes involving rebates and "specialty generics."

If employers want employees to be happier, healthier and more productive, then they have to actually measure each of those areas.

Adopting most-favored-nation pricing could save hundreds of billions of dollars along the way to holding PBMs more accountable and eliminating 340B program abuse.

Benefits consultants who prioritize process over results will not only improve their own business outcomes but also deliver greater value to their clients.

This emerging model offers brokers and advisers a way to adapt to changing client needs by providing a customizable alternative to traditional group health plans.

When compensation, benefits and culture are equally prioritized and aligned, employers will have a competitive leg up in the talent war.

Sharing knowledge through open-source collaborations and embracing transparency can help remove walls that have kept healthcare so closed and profit-driven.

Regardless of the compensation method, the future of health benefits belongs to transparency, and nothing is more transparent than acting as a fiduciary adviser.

Qualified individuals who participate in an employer-sponsored retirement plan or contribute to an IRA will receive a 50% federal matching contribution.