Banco Popular de Puerto Rico

Significant variances between the two delivery models include an employee’s level of ongoing relationship with the same physician over time.

Employers looking to better protect their employees and boost participation should consider adding these options to the mix.

The sheer number of modest, inactive 401(k)s — along with the friction in the industry that makes it difficult to seamlessly transfer the balances from plan to plan as participants change jobs — is causing a lot of undue stress.

Mental and emotional health issues can cause physical problems that will undermine even the most robust well-being initiative.

Employees who participated in the company’s “Million Step Challenge” improved their overall health risk status by more than 6% and their physical activity risk by 17%.

With the goal of improved participant outcomes, a simplified approach using straightforward language could be more attractive to employees.

Following the failure of repeal and replace, cost-sharing reduction payments could be next on the list for Congress.

When reviewing medical and pharmacy contracts, employers should look out for language including medical coverage contact, network integration and rebates.

Employees often don’t save enough, and few utilize auto-escalation.

A passive method to employee engagement during the benefit election period leads to poor plan choices, which in turn leads to higher healthcare costs.