Richard Stolz

The federal government has erased any residual doubt about how out-of-pocket limits set by the Affordable Care Act will govern family members covered under a group plan.

Conflicting beneficiary designations for 401(k) plan assets can be tough to sort out when a plan participant dies.

Although the U.S. Supreme Court’s 2014 ruling in the Burwell v Hobby Lobby Stores case addressed in broad terms how exceptions to the Affordable Care Act’s mandate for contraceptive benefits coverage can be granted in the private sector, it left some unresolved questions both in the for-profit and in the nonprofit world.

DC plan sponsors that take pains to secure competitive institutional pricing for their retirement plans’ investment services to maximize retirement savings for active employees may also have an incentive to do so for retirees.

It’s not enough to simply post a summary plan description on an employer’s intranet to satisfy the ERISA requirement that such information be “furnished” to plan participants.

Employer stock as an investment option in 401(k) accounts is rapidly disappearing – but not yet close to extinction.

Only 10% of some 480 employers in 36 industries responding to a recent poll have implemented an in-house or outsourced solution to comply with Affordable Care Act reporting requirements.

Does giving employees multiple choices of health plans drive competition and empower them pick plans offering the greatest value and highest quality care –the theory underlying the Affordable Care Act and many employers’ benefit plan designs?

It’s a myth that older workers cost significantly more than younger workers, says AARP. And while such a conclusion might be expected from an advocacy group whose members fall into that demographic, it’s based on an empirical review of a variety of metrics for employee productivity and cost, including employee benefits.

Employers may need to redouble their efforts to help employees understand the opportunity presented by a high deductible health plan with an accompanying health savings account.

Nearly one year after the U.S. Supreme Court’s June, 2014 ruling in the landmark Fifth Third Bancorp v. Dudenhoeffer case, employers that use company stock in their retirement plans are gearing up for changes.

Generic pharmaceuticals have maintained their “laggard” status compared to branded and specialty drugs with respect to rising prices.

Nearly a year and a half after the IRS opened the door to flexible spending account carryovers, 60% of employers report they have amended or are planning to amend their FSA plans to take advantage of the added flexibility.

Calling all health care entrepreneurs. The National Business Group on Heath wants to take a look at start-ups with “innovative solutions to improve health, or enhance the efficiency, delivery or consumer experience within the health care system.

The correlation between benefits policies and enterprise financial performance has been thoroughly studied, and the correlation is positive. The problem is that many investors have yet to grasp the significance of that correlation, and lack basic tools to assess the quality of the company from an HR and benefits perspective.

In a sign of increasing employer urgency for results, the percentage of wellness program sponsors offering incentives for various forms of employee engagement with those efforts rose to 87% last year, up from 77% two years ago.

An Affordable Care Act-fueled surge in self-insurance for medical benefits among smaller employers appears to have leveled off somewhat, but not due to any disenchantment with the cost-management strategy.

Fortune 500 companies are increasingly asking their CEOs to tie their personal wealth more substantially to that of their shareholders.

Although employee “well-being” programs remain highly popular, few employers actually have a strategy behind them.

The wide range of 401(k) plan fees paid by small plan sponsors and participants might be indicative of the opportunity many such sponsors have to trim those expenses.