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In my last article, I discussed the benefits of reviewing your plan document with the goal of simplifying it ("ERISA and KISS: Strange bedfellows or a marriage made in heaven?" from EBN May). But even if you haven't simplified your plan document, you can begin using the tenet of simplicity for communications to your participants.

In the candid words of Dr. Becky Hoover, interim director of human resources with the University of Akron in Akron, Ohio, "mediation works."

Benefit administrators, 401(k) vendors, recordkeepers and benefits professionals regularly recommend that participants in qualified retirement plans periodically review and update their beneficiary designation forms. Qualified retirement plans provide that if a married participant dies without a beneficiary designated, the death benefit will be paid to the participant's spouse, unless the spouse consents in writing to appointing an alternate payee. For a single participant, benefits are paid to their estate if no beneficiary is designated. What could be simpler that merely indicating to whom or to what entity a participant wishes their assets to be transferred in the event of death? Unfortunately, numerous issues arise in connection with the simple task of designating a beneficiary.

When I was a consultant and would present a client with a higher than expected medical renewal - which unfortunately was more the norm than not - one of the first things an employer would do was to consider lowering, or forgoing altogether, its contribution to employees' dental benefits.

Over the last three months, I've questioned the validity of health risk assessments and the ability of biometric-screening data to powerfully track wellness program performance. This has prompted many readers to ask, "So what do you suggest instead?" If you think that tracking wellness program performance, return-on-investment and cause-and-effect is impossible, think again.

It was the best of times. It was the worst of times. It was the day we announced that those who use tobacco will pay higher health plan premiums than their tobacco-free counterparts.

"Past performance is not necessarily indicative of future results." Just nine words that have been repeated enough in mutual fund marketing materials for investors to tune out their message or, perhaps, they have chosen to ignore the most important of those nine words, the word "NOT."

Multiple sclerosis is a disease that may not show symptoms, and most importantly, no two types of the disease are the same. So, employers may find it difficult to effectively engage and accommodate employees with MS. However, with a comprehensive case management program that also focuses on specialty pharmacy and simple accommodations, employers can foster a welcoming workplace atmosphere while saving on insurance and pharmacy costs.

This is the second article in our Open Enrollment Boot Camp series, in which we are featuring readers' advice for improving this perennial event. The first article focused on OE communications, and is available on our website at ebn.benefitnews.com. Here, we present some of the advice we received from brokers and providers on increasing enrollment in and satisfaction with voluntary benefits.

The flowers are blooming. The mad rush of lost ID cards and questions about new benefits has faded into distant memory. That means that it's time to start planning for next year! Your insurance carriers are calling you to schedule a lengthy meeting to review your annual data from the prior year and attempting sell you additional products and offerings.