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Earlier this year, the Employee Benefits Security Administration at the U.S. Department of Labor, outlined initiatives to educate and protect 401(k) plan participants. Along with those initiatives comes an increased risk of a DOL audit for companies that don’t take the necessary steps to ensure their benefit plans are compliant and being properly administered for their employees.

A majority of insurance firms aren’t hiring enough new brokers/agents to grow their business. Reagan Consulting offers six factors to consider based on its recent recruiting and development study.

Volatility has returned to the equity markets with a vengeance. The Dow Jones Industrial Average has fluctuated by hundreds of points on many recent trading days. During these times your 401(k) plan participants can become very nervous.

CMS promises better, but brokers expect more disconnected phone calls, incorrect information and a difficult time processing applications for enrollment on Healthcare.gov.

Although the ACA’s excise tax doesn’t go into effect until 2018, employers are already fearful — benefit advisers should be offering ideas and solutions to calm their fears.

For employers fighting to maintain grandfathered status, consultants and benefit managers predict the Affordable Care Act’s ongoing implementation will mean the end of these health plan structures in the near future.

A large majority of workers prefer signing up for benefits online, a PlanSource survey finds.

Commentary: Employers and advisers that embrace the full concept of wellness by implementing programs with these four elements have the ability to improve the physical health of employees and put corporate productivity and profitability back in the black.

A new report from business applications cloud-hosting vendor Intermedia, which contracted with Osterman Research to survey employees who recently left companies, finds they commonly retain some degree of access to corporate information.

With companies granting over $110 billion in equity each year to employees, the stakes are very high for employers to demonstrate a strong return on investment from their equity compensation plans. And yet, there appears to be a disconnect in how these companies and their employees perceive equity awards.