Banco Popular de Puerto Rico

Companies must consider network breadth and size and select coverage that offers tools to help employees.

Increased engagement coupled with changing needs and an easier path to legal action put the onus on plan sponsors to ensure they can defend their strategy and investment choices.

Companies should help employees make the most of high-deductible plans by assisting them in preparing for anticipated medical expenses.

Employers in the Bay State will have to provide more frequent breaks, job restructuring and modified work schedules.

Companies can be punished for even unintentional slip-ups, and financial and legal penalties can be crippling.

Plan sponsors should encourage the use of a vision carrier’s website, explain the connection between vision benefits and flexible spending accounts and send multiple reminders about the benefit to workers.

For employers with more customized design elements in place, tailored administrative assistance may be the way to go.

Employers who teach workers about money matters can profit from increased employee satisfaction and productivity levels.

Firms such as Delta Air Lines, LinkedIn and Walmart are broadening their focus from physical health to multiple dimensions of well-being; and demonstrating that its value far exceeds healthcare cost savings alone.

Employers should give employees a risk assessment quiz every year, offer free and basic investment advice and adopt an auto-enrollment provision.