Benefits Think

Unlike long virtual or in-person learning programs, which often provide a lot of information in single sessions, microlearning favors brief sessions with interactive elements to promote better learning and retention.

Recognizing that some employees cannot afford to enroll in benefits and working with local and community resources can be the first steps toward health equity.

Too much of what today is called healthcare is actually “sick care” — it treats disease after it’s appeared, rather than preventing it.

Traditional 401(k)s, payroll-deduction IRAs and SEP-IRAs represent far superior approaches to state-mandated retirement plans.

Today, employees aren’t afraid to ask employers for the things they actually need — and we’re seeing more businesses actually listen and react. 

COVID-19 should have forced you to reexamine your go-to market strategy and lean into technology to enhance — not replace — the human experience.

The problems you have today are likely different from the ones you encountered when you adopted the technology, and if your system lacks the features and functionality to help you solve them, it’s a red flag that something’s off.

Employers will need to acknowledge they are a plan fiduciary, establish a committee to manage the process and document all administrative decisions.

Salary-linked benefits can offer employees access to emergency savings accounts or affordable credit that enables them to pay off existing high-cost debt to save more money for unexpected expenses.

Businesses that consider new mobility policies to incorporate remote work visas will be positioned to capitalize on the growing pool of talented individuals seeking to work remotely from across the globe.