Nick Otto

The financial rewards of an engaged workforce can be significant for employers, and yet the correlation between higher levels of employee engagement and a company’s bottom line is not necessarily well-understood by senior executives.

Although the Equal Employment Opportunity Commission recently released some new proposed regulations on wellness programs, employers are still grappling with how to incorporate new health technologies into their programs.

Suffocating under large loans and with little savings, the majority Gen Xers admit being bogged down with uncertainty when planning for retirement.

Trust and education are some of the more favorable characteristics sought in retirement plan providers, as well as key drivers to increasing employee engagement. However, that education is lacking, as most employees have a poor understanding of retirement language.

Most disabilities, on average, can keep an employee out of work for roughly three months, and yet, only about a quarter of employees say they currently have disability insurance.

There’s no surprise retirement readiness is a top concern among small employers, with their employees are most at risk – a conversation that took center stage when President Barack Obama unveiled the “MyRA” initiative for employers last year.

Whether participating in private exchanges or not, some say similar programs have been in place for decades, pointing to the government’s 50-year-old Federal Employee Health Benefit Plan as early example of what many employers are dealing with today.

Although an important aspect of retirement, Social Security is just the backbone on which defined benefit and defined contribution plans should build upon.

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.

As the country celebrates small business week, a time to appreciate the contributions these employers give to the economy, some debate how small companies can best give back to their employees’ financial wellness and, ultimately, retirement readiness.

A slew of hot-button topics, from health care to retirement, are being discussed in Washington –both on Capitol Hill and in the halls of the Supreme Court. As a result, it is imperative employers remain focused and aware of the looming decisions that could change the benefits community.

As technology and health care become more intertwined, a visit to the doctor can be as easy as a touch of an app. UnitedHealthcare Thursday announced an expansion of telehealth coverage options for virtual physician visits.

Regulators at the Securities and Exchange Commission want publicly traded companies to make it easier to determine that top executives’ compensations are aligned with the company’s financial performance.

Wellness programs have been at the forefront of employers’ minds, and in light of the recent Equal Employment Opportunity Commission’s aim to tackle the questions lingering on what plan sponsors can or cannot do, employees are voicing a disconnect in wellness program engagement.

Employees have their eyes set on vision insurance, as sales have increased close to 25% since 2013 and are leading the pack in worksite voluntary sales growth.

Major employers like Facebook and Virgin share workplace strategies to improve culture, happiness and, ultimately, a company's bottom line.

Financial wellness is the new norm, and employers are more and more jumping on the bandwagon of getting employees better prepared for retirement.

Ownership of life insurance has been on a steady decline, and the reason many experts point to are other more pressing financial priorities — particularly with retirement income becoming such a hot priority.

Employees say nothing in their total rewards package stands out, and this perceived lack of differentiation could be damaging employers’ attraction and retention efforts.

The psychological effects of unemployment can have long-lasting effects on workers and employers may want to bear this in mind when assessing job candidates.