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Commentary: Columnist Jack Kwicien notes that the future for benefits brokerages is unpredictable and tough, so one survival strategy might just be the private exchange.

While many in the industry think voluntary sales is a no-brainer for benefit advisers and employees alike, there's one type of product that hasn't seen a boost thanks to the ACA.

Average contribution rates for small business retirement accounts have continued to climb since the recession – with an 18% increase since last year and 88% over the past six years, according to a Fidelity Investments analysis of more than 200,000 401(k)-type and individual retirement account plan options under its administration.

The self-insurance option for small businesses doesn’t seem to be as popular for managing ACA costs and mandates as some in the industry once thought.

There’s a glimmer of good news for employer-sponsored healthcare programs. Near-site and on-site clinics offering primary care, often referred to as “employee health centers,” are bringing overall plan-cost reductions along with measurable member-health improvements

A perpetual link to the workplace is common for most Americans, thanks to technology. Some employers allow for flexible work arrangements, but this permanent connectivity is being seen as damaging to morale and productivity.

This insurance rule, referring to the grouping of companies owned by the same person, hasn’t applied to medical coverage until now. One broker is concerned that benefit advisers and small business owners alike aren’t up to speed on this requirement and could be vulnerable to liabilities via penalties and lawsuits.

Many employers have yet to update their work policies to reflect the 90-day waiting period rule, a possible landmine for employee confusion and lawsuits.

Two recent victories for the Equal Employment Opportunity Commission should remind employers that rejecting a job applicant over a medical condition, even when the condition appears directly related to job performance, can expose the employer to serious legal consequences.

How can you entice the millennials that are the best and the brightest? First, eliminate the corporate ladder and think in terms of the jungle gym. Second, show millennials key initiatives at your company where they can make a difference.