Benefits Think

Companies can be punished for even unintentional slip-ups, and financial and legal penalties can be crippling.

Increased engagement coupled with changing needs and an easier path to legal action put the onus on plan sponsors to ensure they can defend their strategy and investment choices.

Companies must consider network breadth and size and select coverage that offers tools to help employees.

For employers with more customized design elements in place, retirement advisers may be wise to suggest tailored administrative assistance.

Just like gardeners have to test out land to find the best results for plants, firms must adjust employee contributions in plan design to grow savings.

Companies have consistently rejected the idea of terminating their health plans and sending employees to buy their own coverage, but attitudes may be shifting.

Given the uncertainty surrounding the individual market, intermittent workers will increasingly look to their place of employment for quality, payroll-deducted group benefits.

Last week’s executive order may unleash a chaotic landscape where employers, employees and advisers don’t understand the new rules.

Increased engagement coupled with changing needs and an easier path to legal action put the onus on plan sponsors to ensure they can defend their strategy and investment choices.

Employers can restrict birth control offerings on group health plans based on documentation of religious beliefs or sincerely held moral convictions.