Employer Strategies

Retirement plan sponsors should spend as much time developing an education policy statement as they do an investment policy statement, according to Invesco’s Jeffrey Hemker.

The more engaged and proactive an employer is with its benefit communications, the more likely workers are to stay, which reduces recruiting and training costs.

Employers host a variety of valuable employee data such as age range, marital status and more; they should take advantage of the insight it can provide, says Thompson Online Benefits’ Brenden Mielke.

A program’s structure can determine which laws apply and federal agencies and courts are not always in agreement as to what is required for compliance.

Employers need to be prepared to handle mental health accommodations for employees, while also being ADA-compliant, says employment attorney Ben Hase.

For a federal civil servant to prove a forced, discrimination-based resignation, the clock starts ticking the moment the employer is informed of the employee’s intent to leave.

Some insiders at big brokerage firms encouraged the DOL to maintain progress during the rule’s development, which Assistant Secretary of Labor Phyllis Borzi says “kept us going.”

A reduction in employer contributions and rising prescription drug costs are drivers of growth in healthcare costs, according to new data from consulting and actuarial firm Milliman.

Employers need to understand when the Health Insurance Portability and Accountability Act applies and ensure that app developers they do business with are compliant, says lawyer Stefano Quintini.

Women, in particular, are lagging in earnings and in the amount of income they’re saving for retirement, according to research from T. Rowe Price.