Banco Popular de Puerto Rico

With 2015 fast approaching, employee benefit decision makers are scrambling to ensure that they stay ahead of the curve – particularly as the Affordable Care Act’s employer mandate kicks in next month.

The Supreme Court is slated to hear the Tibble v. Edison case in 2015, which promises to be a landmark ruling for the corporate retirement space.

How can employers get more out of their wellness programs without also growing their budgets?

Historically, financial planners have advised that retirees could expect to derive their retirement income from three sources: Social Security, corporate retirement plans and personal savings. That might not be the case anymore.

Biometric screening offers value in identifying employees at risk for heart disease, diabetes, and other costly and debilitating chronic conditions. However, employers will probably not see a return on their investment if their employees don’t act on the results.

With the help of predicative analytics, employers, and more importantly their HR and benefit departments, are now able to better administer health and benefit plans to their employee populations.

Does the rising use of HSAs pose a threat to the 401(k) as the deferral vehicle of choice? The two products can work hand-in-hand to position employees for a better future, if implemented effectively.

End-of-year reviews of retirement plan success strategies should also include a candid examination of the job a plan adviser has been doing. Here are some benchmarks to help with that process.

As the Affordable Care Act moves forward, benefits enrollment and management will increasingly be done online. While there hasn't been a major breach in the benefits world yet, the risk is very real.

There are several key areas where an employer can experience savings from a wellness program, says Retrofit's Jeff Hyman. The CEO shares several ideas on how to get started, including which data sets are most worth measuring.