Wellness

Without an effective strategy or the right tools to reduce costs, brokers and employers continue to embrace cost shifting through payroll contributions and changes to deductibles and coinsurance to manage rising healthcare cost. However, there are resources that can help employers effectively measure the success of a wellness plan, while incorporating specific cost-saving strategies.

When people speak about retirement and security, women often get overlooked, but they are one of the most vulnerable segments of society.

The Department of Labor recently announced a proposed set of regulations about retirement plan fiduciary responsibility. Here are the answers to nine frequently asked questions employers have about their fiduciary duties.

Employer-sponsored defined contribution plans have become the go-to retirement vehicle for the majority of workers in the U.S. but more needs to be done to get employees to not only save but to save more.

It is “silly” for Republicans to put together a response to the Supreme Court’s expected June ruling on the legality of subsides in the federal health care exchange, the health policy director at the CATO Institute, which helped launch the lawsuit, said Monday.

Commentary: As the EEOC’s proposed regulations for wellness programs remain under review for public comment until mid-June, employers should not feel paralyzed in designing new wellness programs nor compelled to throw out existing ones.

Commentary: Do loans and hardships really help solve what the plan was designed to do? Columnist John Ludwig doesn’t think so. In the end, they are a detriment to most participants’ retirement dreams, he says.

Healthcare.gov runs the risk of offering too many health plan choices and the opportunity exists to be able to make it easier for consumers to compare coverage, the website’s CEO, Kevin Counihan, said Monday.

Most employers have still not determined how they will comply with complex ACA reporting requirements that began Jan. 1. Benefit brokers and consultants should be discussing the requirements and the solutions with their employer clients, experts say.

Finding ways to deter painkiller abuse has been a high priority for the U.S. Food and Drug Administration in recent years. And with opioid abuse costing U.S. businesses close to $26 billion a year, health plan sponsors should take note as well.