While we strongly simpathize with the plight of the unemployed, subsidizing COBRA would be a mistake. The effect could significantly drive up claims costs to the employer's plan. Former employees with health problems would find it much easier to stay on COBRA, incurring claims for 18-36 months that affect renewals and claims costs for the former emplyer. Is this what we want to do to employers who are already faced with spiraling health care costs? No easy answer here...
Development opportunities help employees pursue career paths and apply new skills that align with essential company roles.
Employees are putting off major life decisions like buying a house and expanding their family as daily financial challenges grow.
If benefits aren't showing up in exit interviews, don't assume they're not a factor – assume you're not asking the right questions.
As healthcare costs continue climbing, employers are exploring new funding models, cost-containment strategies, and benefits approaches to better manage spending.
What larger retirement plan sponsors stand to gain and give up in a pooled employer plan created under the SECURE Act of 2019.
From flexibility to promotions to pet insurance, personalized perks and performance recognition incentivize top employees to give their best at work.
