Banco Popular de Puerto Rico

To ensure employees feel comfortable returning to the workplace, company leadership needs to know how they feel about coming back and what safety concerns they may have.

Employers can consider several alternatives to craft an open enrollment and benefits education and engagement strategy that addresses these issues.

While recessions are almost impossible to predict, employers can plan for the financial impact caused by workforce adjustments that inevitably happen every year.

While it does not solve all problems, virtual care offers a highly flexible, low resource approach that, with many patients, can deliver a positive care experience with equal or better quality at lower cost.

In a time with so much uncertainty and so many new challenges, employers must be thinking outside the box to keep employees happy — and DTC-inspired benefits are the easiest way to pack a big punch.

HR professionals will have to expand their abilities and understanding to factor in unique needs and mindset going forward.

Many of your employees will be seeking guidance, as they struggle with the decision to send their child back to school.

For EAPs, delivering culturally competent care means understanding the needs of a diverse workforce and ensuring that the elements of all services meet those needs strategically.

A workforce with a greater number of financially stressed workers sees a greater number of sick days, higher healthcare costs, and increased absenteeism.

Every delayed preventative screening, test or check-up can result in a failure to discover a serious medical condition that requires treatment. That raises treatment costs down the line for both company health plan and employee.