Banco Popular de Puerto Rico

Recently Senator Marco Rubio, a 2016 Republican presidential hopeful, shared his thoughts on reforming America's retirement system. Blogger Robert C. Lawton rates Rubio's proposals on a scale of one to five.

Increasingly, organizations are recognizing that employees don’t leave their financial, child/elder care-giving responsibilities and other worries at home, and are beginning to look at wellness in a broader, more holistic way.

The concept of limiting coverage of spouses through the implementation of a surcharge or waiver program has been talked about for years. This is a microcosm of the employee benefits environment where employers are considering every possible cost-control strategy.

Many studies have shown that the average 401(k) participant earns at least 2% to 3% less each year than the mutual funds in their plans. Because so many of us give in to our emotions and chase markets higher, buying at tops. Then we get scared and sell when markets fall.

Employer action on the patient safety issue could include crafting health benefit plans that reward safety and penalize non-compliance, urging hospital boards to make safety a priority and distributing patient safety literature.

Commentary: As more baby boomers work past the traditional retirement age of 65, understanding how Medicare interacts with workplace health benefits becomes crucial for economic well-being.

Commentary: A well-executed and outcomes-based HRA keeps a wellness program running smoothly and effectively because all other elements depend upon its accurate assessment and ongoing data.

Commentary: The employer community has made its voice clear on the Affordable Care Act’s excise tax. Legislators seem to have heard. Will it make a difference?

Commentary: The “teachable moment” remains one of the most important potential benefits of a health assessment. Well-designed assessment tools provide a catalyst for lifestyle change by creating receptivity to health-related information and recommendations.

Consider the following, relatively uncommon scenario: An employee stole your trade secrets and went to work for a competitor. You know the employee did it, you just can't prove it. What do you do?