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Commentary: All benefit advisers want loyal employees who are committed, respectful and engaged workers who see projects through to the very end. How do you get them?

To effectively address the reality of the widespread implications of obesity, employers must think beyond wellness programs. They must apply a wide-angle lens to employee health, wellness and even risk.

The University of Wisconsin-Madison is bringing its personnel management system into the 21st century to remain competitive and efficient – a tactic that HR consultants say is being replicated by other higher learning institutions across the nation.

The U.S. Centers for Medicare and Medicaid Services has announced training and registration dates, along with requirements, for benefit advisers and brokers who want to enroll small business employers on the federally facilitated SHOP exchange.

Given that hospital charges currently represent about a third of the $2.7 trillion annual U.S. health care bill, employers may want to consider offering hospital indemnity insurance as a voluntary benefit. When an employer is reviewing these plans, there are several important features to look for.

Benefit advisers are poised to close the gap between employers’ need to control health costs and comply with the health law and employees’ lack of interest in taking ownership of their health care choices.

Despite its attempts to create a diverse workforce, even a superstar of the high-tech world admits its shortcomings. The overall makeup of Google’s workforce is still 70% male and 61% white, according to facts the company released Wednesday.

Industry groups hope the broker licensing bill will be attached to another insurance law that should go through Congress soon, but lawmakers aren’t confirming anything right now.

Benefit insiders predict a steep decline in small business group health insurance sales in the coming years, which could prove harmful for many independent brokers and agents.

A Pennsylvania appellate court ruled recently that continued employment alone is not sufficient consideration for an employer’s non-competition agreement to be held enforceable under state law.