Employer Strategies

The funds will be directed to programs that focus on health, jobs, small businesses and housing, particularly in communities with many people of color.

“Employees really want to feel if they are going back to the office that they will be safe,” Sequoia CEO Greg Golub says.

“We read this as an occasion to really integrate women's health with children's health, and that the combination of that integrated support is what makes happier and more successful working parents,” says Erik Lumer, chief product officer at Maven.

A benefit start-up unveils a new platform that consolidates maternity and parental benefits into one.

Switzerland’s second-largest bank is recommending higher ranking employees purchase two additional weeks of vacation this year, according to a Credit Suisse spokesman.

The scramble to adjust to remote work has changed not only how companies are getting through this unprecedented crisis, but also how they're thinking about post-pandemic life.

In order to maximize the plans fiduciary responsibilities, a contract with appropriate terms and definitions must be in place to allow the plan to exercise their right to carve-out prior authorization.

Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”

“As that complexity has grown, it was important for us to make sure that we continue to invest in capabilities that are going to be the necessities that employers are looking for,” says Voya executive Lou Strippy.

Instead of choosing a one-size-fits-all plan for a group, employers can offer fixed reimbursements that employees can use to purchase their own insurance or use for medical expenses.