Banco Popular de Puerto Rico

The plans already offer employees strong coverage – and carriers are making their plans even.

Employers need to work to address employee depression, migraines, obesity, diabetes, arthritis and cancer.

Employers may not be able to remove the stigma of behavioral illness, but they can invest in quality health programs where early identification and referrals to treatment can be encouraged and facilitated.

Imagine workers getting their HR questions answered and problems solved through their smart phones with the aid of robot-assisted navigation.

AI, gamification and mobile will become indispensable tools for human resources directors.

Helping employees care for their physical, emotional and financial health, as well as maintain a healthy work-life balance, will ensure they continue to show up for work and are in top form while on the job.

If a third-party administrator makes an error, it can be very expensive for the plan sponsor and investment adviser.

Employers should consider a number of major factors, including stop-loss coverage and reimbursement models, before making the move.

Employers should consider these programs to help control medical expenses while maintaining employee coverage levels.

Reasonable costs, healthy account balances and a high percentage of employee participants are attributes of great retirement plans.