Banco Popular de Puerto Rico

Leave-sharing programs make sense for employers seeking tax-efficient opportunities to financially assist employees impacted by the pandemic.

The lack of seamless plan-to-plan asset portability prevents participants from easily moving and consolidating their 401(k) savings, leaving them open to the temptation to prematurely cash out their 401(k) accounts from prior employers’ plans.

Americans’ retirement savings are increasingly threatened by disabilities that temporarily keep employees out of work by turning to hardship withdrawals from retirement plans.

Workplace strategies and benefits need to support employees during a crisis that address the whole person — financial, connectedness, and physical and behavioral health.

Many organizations have taken significant steps to reduce employment costs, and nearly a third already have or plan to furlough workers, with another 19% saying they might if necessary, according to a survey by Unum.

Instead of choosing a one-size-fits-all plan for a group, employers can offer fixed reimbursements that employees can use to purchase their own insurance or use for medical expenses.

It’s more important than ever to ensure the team is engaged in their piece that rolls up to the overall success of the organization.

Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”

In order to maximize the plans fiduciary responsibilities, a contract with appropriate terms and definitions must be in place to allow the plan to exercise their right to carve-out prior authorization.

Leading through this crisis requires empathy for what people are going through now and understanding how living through this crisis will shape people’s expectations around work and non-work lives.