Banco Popular de Puerto Rico

Although Millennials have been called everything from "innovative" to "entitled," the recent "Stress in America" study from the American Psychological Association has different label for them: Stressed.

Guest blogger John Galvin talks to many employers who express doubt about the likelihood their health and welfare plan could be audited by the Department of Labor. He offers tips and suggestions for ensuring your plans are compliant with ERISA and HIPAA.

In an open letter to Yahoo CEO Marissa Mayer, EBN Editor-in-Chief Kelley M. Butler voices her disapproval of Mayer's decision to revoke Yahoo's telework policy.

Employers are beginning to face the hard truth that giving employees access to wellness support has done little to change the overall health of their employees. To reach that goal, they have to move beyond providing information to a much more effective level of wellness support: Employee health risk management.

Some nontraditional wellness news emerged recently about fruits and vegetables, as well as certain types of bacteria.

Guest blogger Aaron Friedman, a national practice leader with Principal Financial, writes that amid the ongoing tax debate, helping all plan participants achieve retirement readiness should be of paramount importance and that tax reform and retirement policy should not be at odds.

Employee benefit adviser Mark Gaunya says the best way to turn lemons into lemonade — and challenges into opportunities — is to live life gratefully and let helping others keep things in perspective for you.

A new survey suggests workers under the age of 25 are significantly more confident than others that they are on track for a comfortable retirement. Is it youthful arrogance, or has the younger generation absorbed some of the financial lessons we need them to learn?

Three separate studies conclude that being bored and gossiping at work are good, but meetings are bad. If that's the case, EBN Editor Kelley M. Butler questions whether going to work even worth it.

Some employers assert that the play-or-pay mandate will raise their costs and force them to make workforce cutbacks. As a result, a number are considering eliminating their health care coverage altogether and instead paying the penalty on their full-time employees. While the “pay” option might be worth considering, there are strong reasons why employers should look carefully at all of their options and do their best to calculate the actual outcomes of each.