Views

Two success stories demonstrate the benefits for advisers who developing a specific client market and succession blueprint.

Employers will need to remain up-to-date on salary history bans, equal income standards and transparency provisions.

With many large benefit brokerages focused on M&A, developing the next generation of producers is too often ignored.

Using lowest-cost share classes, performing an annual investment fund review and distributing required fee notices are among best practices.

Company gyms can be convenient and personalized for employees, while also helping workers better manage stress levels.

These alterations can involve adjustments to the individual plan benefits, plan eligibility and new state and federal laws.

Millennials don’t know how to manage stock market expectations, Gen X struggles with savings and baby boomers don’t realize the benefits they could gain from one or two extra years in the workforce.

HR professionals must embrace technology in their learning and development initiatives so that unique worker needs can be met.

Employers will be relying on brokers to know the ins and outs of each benefit account as they take a larger role in their employees’ health benefit plans.

Plan sponsors should end automatic cash-outs, offer roll-ins as part of a financial wellness program and engage all participants on crucial decision-making.