Kathleen Koster

Aflac releases research showing employees who understand their benefits are more loyal to the organization and more engaged

Taking advantage of a mobile America by introducing clients to convenient benefits apps.

Experts discuss the concept of loss aversion and how it might apply to employer wellness programs.

Better retirement plan education combines both online features and in-person meetings, say experts.

Successful mentoring programs allow relationships to develop naturally.

Communication pros Jennifer Benz and Deborah Bosley offer advice on how to translate benefits jargon into plain English.

Before eligible individuals and small employers begin shopping in the public health care exchanges in 2014, private retiree Medicare exchanges provide a glimpse of what public and private health insurance exchanges could look like.

Experts predict rewards and recognition programs will absorb more peer-to-peer platforms and non-monetary accolades.

IBM, Sodexo frame social media to enhance company culture, business results.

The Kellogg Foundation’s Dr. Gail Christopher urges benefits professionals to help employees take advantage of their most valuable and present resource – their physical selves.

Employers that market their benefits programs effectively see increased employee production, loyalty and satisfaction. However, too many companies are missing the boat when it comes to communication, workers say.

Alison Levine detailed her challenges, from climbing war-torn peaks in Uganda to scaling Wall Street’s rocky terrain, and how she learned to use each journey — whether ending in success or failure — to improve her next attempt to the top.

Coca-Cola builds centralized HR resource with call center structure.

Benny Award winner Sheryl Harris cleans up Form 5500 filings, fights to stay ahead of the curve

Benny Award winner Raymond Eames launches a walking program at SKF and achieves 9-to-1 return on investment

Private retiree Medicare exchanges provide a glimpse of what public and private health insurance exchanges could look like.

Employees willingly would give up a percentage of their salary for a guaranteed source of income during retirement, according to Bank of America Merrill Lynch data. The firm's 2012 Workplace Benefits Report found that 82% of employees reported they would give up 5% or more of their salary for a reliable income during their later years; 42% said they'd be willing to give up 10% or more of their salary. With Americans living longer and uncertainty lingering in the investment marketplace, retirement plan participants may consider guaranteed-income products to protect them financially in their golden years.

Like so many things, in benefits and in life, there are two sides to every coin. For example, while new 408(b)(2) regulations governing service-fee disclosures are expected to help retirement plan sponsors determine fee reasonableness and assess conflicts, once the July 1 deadline passed, the burden of responsibility shifted to the employer.

Even under the best employment conditions, hiring the wrong employee can drag down a company's bottom line and dampen workforce productivity and morale. However, the national skills gap and ongoing economic concerns make finding the right candidate crucial the first time around.

"The current generation has stumbled on an incredibly powerful and important model for changing the world and the workplace: the network."