Benefits Think

The most successful benefit advisers move beyond routine service offerings and position themselves as trusted business consultants.

Several factors contribute to workers’ failure to use the perks available to them, but employers can help with predictive and preventive approaches.

It’s easy to fault the insurance industry, but dealing with the government could be a nightmare. This is why benefit advisers need to step in.

A raft of under-popularized strategies are helping advisers reign in their clients healthcare costs.

Most employers, having more experience with private lawsuits than agency lawsuits, have the mindset that once a check is written and a settlement agreement is signed, the case is over.

Employer clients with high-deductible health plans could be snared by recent legislation in Illinois, Maryland and Oregon.

Employers may not be able to remove the stigma of behavioral illness, but they can invest in quality health programs where early identification and referrals to treatment can be encouraged and facilitated.

Helping employees care for their physical, emotional and financial health, as well as maintain a healthy work-life balance, will ensure they continue to show up for work and are in top form while on the job.

Sales are booming for this voluntary product that fills numerous coverage gaps.

Imagine workers getting their HR questions answered and problems solved through their smart phones with the aid of robot-assisted navigation.