Employer Strategies

Insurers offering family policies to a person with an opposite-sex spouse must also sell to someone whose spouse is of the same sex, regardless of whether the marriage is recognized by their state government, the Department of Health and Human Services said.

As open enrollment for marketplaces on Healthcare.gov will conclude at the end of the month, federal health officials have nabbed NBA star LeBron James to shoot up a buzzer beater that will garner more attention from Americans in need of affordable health insurance.

With the Olympics now behind us, this time of year usually marks the sports netherworld between the Super Bowl and the NCAA Men’s Division I Basketball Tournament, which is better known as March Madness. This lull provides employers with an excellent opportunity to contemplate the issues that March Madness creates in their workplace.

Under the Department of Health and Human Services’ final rule issued March 5 on the reinsurance fee imposed under the Affordable Care Act, some employers may be exempt in 2015 or 2016. Is your client exempt?

While it’s difficult to discuss your eventual death with those you love, it’s imperative to plan for it, not only for your sake, but for theirs. Employers can offer several voluntary benefits to help make this end-of-life planning and transition easier for their employees and the loved ones they leave behind.

Commentary: You can add value just by letting your 403(b) clients know about this opportunity to receive free third-party research, according to The Principal's Aaron Friedman.

Women face additional challenges when it comes to planning and saving for retirement. They often earn less than men and take more time out of the workforce over the course of their careers, which affects retirement plan eligibility and savings.

Private industry employers spent, on average, $29.63 per hour worked for total employee compensation in December 2013, the U.S. Bureau of Labor Statistics reported Wednesday. Wages and salaries averaged $20.76 per hour worked and accounted for 70.1% of that cost, while benefits averaged $8.87 and accounted for the remaining 29.9%.

Like it or not, limited plan options seem here to stay. Brokers and employers discuss their strategies for navigating through them.

More and more employers are looking to wellness programs to help relieve the expected burden of the Affordable Care Act’s excise tax on their high-cost plans. While 35% have already taken action to add or improve these supplemental programs, approximately 47% say they are considering this option, according to a new employer survey from Mercer.