Banco Popular de Puerto Rico

With COVID-19 creating a new normal, employees may need benefits that can help them find care for their aging loved ones so they can focus on their work.

At the end of the day, consumers are accustomed to an Amazon-experience where they can easily interact and engage with an online platform to assist in making many of their decisions.

Defined contribution plan participants will seriously diminish their retirement savings if they prematurely cash out all or part of their 401(k) savings account balances.

Before organizations require their workforce to march back to the office and pick up exactly where they were prior to the pandemic, let’s be careful we are solving the right problem.

As some companies prepare staff to return to the office, and working parents balance work and back-to-school schedules, employers imagine what the prolonged coronavirus recovery will really look like.

Employees expect wellness programs that add value. Due to the ripple effects of COVID-19, those programs will need to be more flexible than ever.

Companies are already losing critical talent, and employers can not sit idle waiting for a resolution, or worse, leave it up to the parents to figure out. It’s on every employer to come to the table with creative solutions.

Employee well-being is directly tied to business health, which is why it is so important for organizations to optimize their benefits and deliver the right health and wellness offerings for their workers.

The stress on your employees today is unprecedented and unrelenting. In response, we must remember that while our patience for COVID-19 is flagging, our commitment to behavioral health can boost workplace culture.

In the age of skyrocketing monthly premiums and a multitude of confusing options, more Americans are flocking to direct primary care to supplement their existing coverage.