Benefits Think

The pros and cons of self-funded benefit strategy depend on the location of the market.

Displaying care, skill and due diligence in their methodology is a higher consideration in the process.

Rather than focus attention — and dollars — on getting workers fit, employers are beginning to zero in on helping them manage chronic illness.

Advisers will find a powerful tool in communicating enhanced benefits from a defined contribution perspective that puts employee’s in the driver’s seat.

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

Employers should start by asking if their benefits are relevant to their workforce.

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.