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Employers need to find out the type of advisor they work with, whether they are signed on to the plan as a fiduciary and whether any fiduciary limitations exist.

As more employers move to self-insure, carriers are in search of new value propositions.

With a recent uptick in 401(k) related lawsuits, employers should take concrete steps to help participants while giving their company the fullest extent of protection possible against potential litigation.

For employees with HDHPs, these two savings vehicles offer numerous advantages.

Employers should concentrate on adopting measures that enable seamless plan-to-plan savings portability for participants, especially for employee accounts with less than $5,000.

Advisers need to guide their clients around these three obstacles.

Companies should build a culture of tolerance, educate employees so they can challenge misconceptions and offer benefits that make seeking care convenient and private.

Many workers aren’t using their pre-tax dollars as wisely as they could. But employers can help them avoid inappropriate care with tools that support informed medical decision-making.

What started with a silly social media post has become one adviser’s entire marketing plan.

Engaged savers, specifically those who are near the end of work, deserve an appropriate spectrum of risk options.