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You're good at this business - everyone says so. But are you good enough to be the Employee Benefit Adviser of the Year?

Entering the supplemental medical services market should be a no-brainer for employee benefits producers looking to expand their revenue stream and diversify business in the wake of health care reform. With a growing number of baby boomers reaching age 65 every day, the Medicare supplement business is thriving. Not to mention the need for supplemental insurance felt by employees of all ages thanks to the widening coverage gap as employers increasingly switch to consumer-driven major medical plans.

The Obama administration’s already tortured logic regarding the Constitution’s Commerce Clause and PPACA’s individual mandate has been dealt several body blows so far.

Built-up demand for health savings accounts helped to account for a solid 2010 for J.P. Morgan’s HSA business, according to David Josephs, managing director with the company.

As I was going through my inbox searching for a topic to post about, I came across an invite to an upcoming audio conference: “Business Communication Etiquette Part 1: How to Deal with Technology.” I was twice stunned. Once, by the notion that people might actually need a seminar on how to apply the golden rule with technology in the workplace. And twice, that even if such a seminar is needed, that it needs to be conducted in multiple parts.

As HR/benefits pros, you’re generally your company’s first line of defense in preventing a discrimination lawsuit. How do you counsel managers against making skin-deep selections or relying solely on gut feeling, with millions of dollars potentially on the line in replacement, training and productivity costs if a hire doesn’t work out, or if a rejected candidate decides to sue?

What would you say if you had the opportunity to benefit from a full-blown wellness program, including a health coach — for free? Here’s your chance — we’re in the process of launching the 2011 EBA Wellness Challenge, starting with recruiting a benefit broker or adviser to participate in it.

Two new benefit firms have been accepted into the Benefit Advisor Network, expanding the group to 40 member agencies nationwide. The newest members are DeWitt Stern Planning Services of New York City and Gregory & Appel, Inc. in Indianapolis.

California regulators subpoenaed MetLife Inc. and plan a hearing on the company's practices involving the payment of benefits after learning of an insured’s death.

Have HR and benefit professionals who work for midsize employers lost their hunger for cafeteria plans in austere times? It seems that the answer depends on semantics and plan design nuances.