Benefits Think

Although the IRS is not currently enforcing aspects of executive benefits in group health plans, employers must stay compliant.

In wake of tax reform, employers can encourage employees to invest in HSAs, build up their 401(k), pay off debt and build an emergency fund.

But first, employers need to build an extended PA ecosystem — one that enables data analysis to be broadly embedded in work streams and decision-making.

Employers must pay close attention to the details of, and thoroughly document, the process it follows in selecting or changing a TPA.

Advisers must make the case that stable value funds are a good fit to include in defined contribution plans for risk-averse employees.

Two success stories demonstrate the benefits for advisers who developing a specific client market and succession blueprint.

Employers will need to remain up-to-date on salary history bans, equal income standards and transparency provisions.

Plan sponsors should document meetings, put employee needs first and ensure they have a properly structured retirement plan committee.

Human resource leaders need to formulate new technology strategies to deliver an efficient, intuitive, digital employee experience.

Providing benefits such as dental and short-term disability is a smart way for employers to try out the insurance arrangement, which has the potential to save money and provide greater transparency.