Benefits Think

It’s a common benefit to offer, and one that can add up quickly: It’s an employer paying out accumulated unused sick or vacation to their employees at retirement.

The evolving legalization of marijuana for both medical and recreational uses continues to cause workplace issues for employers.

Employers who don’t embrace digital options run the risk of looking archaic and out of touch among younger generations who are more tech-savvy.

HSAs can address future costs, they’re triple tax-free, integrate with existing plans and can boost employee recruitment.

This critical decision point in the retirement plan’s design process will have an impact on the ultimate success of your objectives.

As with any new, broad-based skill, building data literacy throughout your human resources department requires a concerted effort. Here are five ways to get started.

Employers be prepared: A false out-of-pocket cap could create a financial bear trap for employees.

No change was announced to the HSA catch-up contribution limit but married couples need to look into the details.

Employees should first max out HSA contributions regardless of their tax bracket, and contribute to their traditional retirement plans afterwards.

Providing telehealth visits and offering workers a personal advocate to transfer medical records or schedule appointments are among the strategies employers should consider.