Banco Popular de Puerto Rico

Each year Brightscope, a company that aggregates retirement plan data, releases a list of what it believes are the best large 401(k) plans. Here are the six plan features Brightscope says result in a 401(k) plan receiving a high ranking on its list.

Employees just aren’t using their vacation days and it’s taking a toll...on their health, their work-life balance and, ultimately, affecting the company’s bottom line. Using vacation or paid-time off allows workers to recharge both physically and mentally.

With the impact of health care reform still evolving, employers are taking a fresh look at their strategies for keeping employees healthy and productive.

Social Security will still be around when your employees retire, it just might look a little different. Here are five changes to expect in the coming years.

To effectively address the reality of the widespread implications of obesity, employers must think beyond wellness programs. They must apply a wide-angle lens to employee health, wellness and even risk.

Given that hospital charges currently represent about a third of the $2.7 trillion annual U.S. health care bill, employers may want to consider offering hospital indemnity insurance as a voluntary benefit. When an employer is reviewing these plans, there are several important features to look for.

The challenges faced by plan sponsors as they design, update and execute their 403(b) plan documents are sometimes left undiscovered until they are identified under audit.

Workers who travel out of their state or country of hire to perform work on behalf of their employers create liability exposures, due to complex laws, administrative rules and regulations that deal with workplace injuries and diseases across the U.S. and abroad.

Although there is presently no law against workplace bullying in the United States, a business with offices and employers abroad would do well to take note of the growth of legislation prohibiting this conduct and imposing liability abroad.

The Internal Revenue Service has threatened employers with Affordable Care Act penalties of $36,500 per employee, per year, nondeductible. Makes those $2,000 and $3,000 penalties look like small potatoes, right?