Banco Popular de Puerto Rico

Several factors contribute to workers’ failure to use the perks available to them, but employers can help with predictive and preventive approaches.

A general misunderstanding is that in the Affordable Care Act era, anyone can purchase an individual health policy at any time on a guaranteed issue basis.

Employer clients with high-deductible health plans could be snared by recent legislation in Illinois, Maryland and Oregon.

Employers are pressed to reduce their health benefits spend while improving outcomes, but these tools can help.

Plan sponsors should connect with workers by integrating financial wellness concepts, including behavioral finance/economics elements, talking about loans and withdrawals and offering one-on-one meetings.

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.