Benefits Think

Employers cite a lack of support and resources as some of the main reasons they don’t offer such programs to employees.

The U.S. health system is making strides toward value-based care but much of it is still focused on volume, which is detrimental for plan sponsors and employees.

Employers cite high productivity costs as one-out-of-four employees worry about money issues at work.

Lack of consistency in 401(k) matches is one reason Teresa Ghilarducci says it’s time for a change.

Employers need to work closely with their insurance advisers to understand the big picture of healthcare reform and the how it relates to their specific company.

Regardless of what the final Department of Labor regulations say about fiduciary responsibility, sponsors should not hire or continue to work with an adviser who will not sign on to the plan as a fiduciary.

For labor unions, the death of Justice Antoin Scalia is is truly an instance of deus ex machina — a miraculous ending that doesn’t fit the rest of the play.

Despite early successes, many large employers are reluctant to move employees to an online benefits marketplace.

It is not unheard of for violations to cost a company millions of dollars plus attorney’s fees. An employer could also end up paying for their ex-employees’ health coverage if premiums are collected improperly.

To achieve the key benefits of well-being initiatives employers must have a process that fully engages the organization.