Banco Popular de Puerto Rico

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.

By not prioritizing the use of pharmacy benefit management drug rebates, the administration is hurting companies, who shoulder the burden of rising costs by all stakeholders in the supply chain.

Much like stop-loss coverage, employers can use telehealth services when making the leap to becoming self-insured.

By making the benefit more comprehensive, employers can help effectively treat workers and reduce overall costs associated with delayed recovery and poor employee health.

It’s a common benefit to offer, and one that can add up quickly: It’s an employer paying out accumulated unused sick or vacation to their employees at retirement.

The act establishes pregnancy as a protected class under Massachusetts law and protects employees and prospective employees who are pregnant or have a pregnancy-related condition from discrimination and retaliation.