Benefits Think

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.

With many large benefit brokerages focused on M&A, developing the next generation of producers is too often ignored.

Using lowest-cost share classes, performing an annual investment fund review and distributing required fee notices are among best practices.

Licensed insurance professionals can assist human resource professionals with a number of election period tasks, while also answering important employee questions.

Company gyms can be convenient and personalized for employees, while also helping workers better manage stress levels.

These alterations can involve adjustments to the individual plan benefits, plan eligibility and new state and federal laws.