Banco Popular de Puerto Rico

Employers should invest in best-of-class technology, narrow their candidate pool, consider scheduling tools and invest in branding.

Depending on the size of their workforce, employers don’t want to choose options that are too large or too small.

The DOL's Wage and Hour Division recently announced a new nationwide pilot program called the Payroll Audit Independent Determination (PAID) program.

Despite the recent Fifth Court ruling, it’s too soon to say the regulation is dead. There may be a rehearing, and most importantly, best practice standards will live on.

Providing telehealth visits and offering workers a personal advocate to transfer medical records or schedule appointments are among the strategies employers should consider.

For companies, the arrangement can mean a healthier workforce, better care for their employees and less money spent paying for employees’ medical bills.

After the advocacy group that represents older Americans challenged the EEOC’s wellness regulations, employers must take a hard look at how they want to proceed with their programs.

You’re not out of luck — for smaller, self-insured organizations, near-site healthcare is an affordable, scalable option.

Rather than focus attention — and dollars — on getting workers fit, employers are beginning to zero in on helping them manage chronic illness.

In a national plan, employers are pooled together to purchase stop-loss insurance. Companies pay smaller day-to-day claims as they come, but enjoy greater protection against catastrophic claims as well as the purchasing power of a large group.