Banco Popular de Puerto Rico

It is not unheard of for violations to cost a company millions of dollars plus attorney’s fees. An employer could also end up paying for their ex-employees’ health coverage if premiums are collected improperly.

Despite early successes, many large employers are reluctant to move employees to an online benefits marketplace.

Lack of consistency in 401(k) matches is one reason Teresa Ghilarducci says it’s time for a change.

Employers cite high productivity costs as one-out-of-four employees worry about money issues at work.

Regardless of what the final Department of Labor regulations say about fiduciary responsibility, sponsors should not hire or continue to work with an adviser who will not sign on to the plan as a fiduciary.

Employers need to work closely with their insurance advisers to understand the big picture of healthcare reform and the how it relates to their specific company.

Conditions such as hypertension cost clients millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Few programs can provide hard data that they solidly increase health outcomes for employees or decrease costs for employer clients.

The U.S. health system is making strides toward value-based care but much of it is still focused on volume, which is detrimental for plan sponsors and employees.

Employers cite a lack of support and resources as some of the main reasons they don’t offer such programs to employees.