Michael Giardina

Despite great strides in broad employer acceptance of flexible work arrangements, the idea that being physically present in the office means higher productivity is still alive and well.

While even the smallest of employers are reporting increased success in their participants’ savings rates and ongoing recruitment benefits in offering a workplace retirement plan, the fiduciary burdens of administering those 401(k) plans are starting to add up for many plan sponsors.

With unmanaged employee absences costing companies up to 10% of payroll, according to some estimates, employers should pay close attention to the reasons behind absenteeism and whether they are linked to the organization’s culture of health, or lack thereof.

Wearable fitness devices may be gaining ground but at least one benefits professional expresses doubts about their viability in workplace wellness programs.

Financial concerns and readiness for retirement remain top worries for Americans, even as many employers are trying to help by offering financial education benefits.

A booming 2013 stock market pointed to an increase in corporate growth. But the unpredictable nature of corporate pension assets proved to drag down the total CEO compensation pool for the nation’s largest corporations.

As companies continue to develop innovative compensation programs for top executives, benefit decision-makers are seeking to fine-tune succession planning and workforce analytics.

Taking an entirely generic approach to health plan communications is no longer a winning strategy. Personalized communications that offer a holistic look at plan benefits will do more to engage participants.

Today’s world of streamlined corporate processes and technology have begun to force out the traditional administrative and support staff role in favor of a workforce that is more nimble. However, the elimination of traditional jobs is being met with some controversy.

The Affordable Care Act’s ongoing rollout continues to plague employers as many look for alternative benefit structures to help with rising costs. The defined contribution benefit model – touted as a way to lower costs for employers and increase choice for employees – is generating lots of discussion but are employers ready to take the plunge?

Identity theft and data security is a concern of every shopper whether they shop online or at brick-and-mortar stores. But as the more profound breaches at Target and other retail giants have gained hold on consumer minds, voluntary benefit offerings have surfaced on private insurance exchanges to help combat this growing digital dilemma.

Retiree health coverage options have been a declining benefit for many larger employers. But today, as only one in five employees work at organizations that offer these benefits, the pre-65 population has new options thanks to the Affordable Care Act

While many companies are reaping benefits from outsourcing their benefits management, recent media reports have indicated that companies that have opted to limit or entirely scale back their HR departments in favor of cost or other reasons may be limiting their organization’s potential.

Recruitment techniques – aimed at promoting a diverse workforce – have maintained a high stature among the HR professionals, where more than half report using these strategies, according to a new survey from the Society for Human Resource Management.

MetLife has launched a new voluntary life insurance product aimed at baby boomers nearing retirement.

The ability for staff to incorporate innovative new ideas that bring changes to dilapidated processes can only be fostered in a workplace that allows for an open communicative culture across organizational lines.

A new study finds that retirement readiness among the baby boomer generation continued its decline in key confidence measurements that look at whether the age cohort was comfortable with covering medical expenses and income needs when they exit the workforce.

Health and wellness programs are virtually meaningless if a workplace culture is bad, according to Jeffrey Pfeffer, a professor of organizational behavior at Stanford University’s graduate school of business. Speaking during the annual Great Place to Work conference in New Orleans, Pfeffer said that unhealthy workplaces can cause up to 125,000 employee deaths each year and add up to $130 billion in excess annual company costs.

Victoria B. Mars, chairman of the board for the global candy making firm, sat down with Employee Benefit News at this week’s Great Place to Work Conference to discuss her passion for people and how Mars’ talent management techniques, often seen as being more inclusive than many other workplaces, can be applicable to other employers.

Both Nordstrom, Inc., proclaimed as America’s leading fashion specialty retailer, and software company Infusionsoft, share values in management. And both strive to empower employees with support and to manage at the ground level.