Employer Strategies

The fact that many female workers will fall into poverty when they reach age 65 or older should be a call to action for employers and policymakers, says the National Institute on Retirement Security.

When hiring a benefits broker or adviser, check if they’ve completed programs such as the Certified Employee Benefits Specialist offered by the International Foundation of Employee Benefit Plans.

Presidential candidates are unlikely to advocate for any of these changes so it’s up to employers and their advisers to take a run at them.

Automatic rollovers are better than cash-outs for cleaning up small 401(k) accounts, but the ideal long-term solution is for sponsors to enable seamless, automatic plan-to-plan portability.

Brokers can help employers equip themselves with best practices to manage FMLA administration, employee productivity at work.

Putting the sales process in perspective and getting these steps right will improve your business, says Wendy Keneipp.

Some organizations are deploying a strategy that reduces their HSA contributions in favor of employer-funded indemnity products, such as accident and critical illness insurance.

If your employer-sponsored FSA has a grace period, your employees have an extra two-and-a-half months (until March 15 for plans that ended Dec. 31) to spend FSA dollars from 2015.

The credit option imposes no cost or liability on employers, says Michael Thiemann, CEO and co-founder of Zebit.

The international environmental consulting firm offers employees access to mental health therapy 24/7 through Learn to Live, an online system built to address psychological issues such as social anxiety, depression, stress and worry.