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It is not unheard of for violations to cost a company millions of dollars plus attorney’s fees. An employer could also end up paying for their ex-employees’ health coverage if premiums are collected improperly.

To achieve the key benefits of well-being initiatives employers must have a process that fully engages the organization.

Brokers fall short with their clients when they fail to help workers make the most of their benefits, says Mike Hanner.

Many employees have similar questions about their corporate wellness program, especially if the program is brand-new.

The U.S. Supreme Court deadlocked in one of its highest profile cases, issuing a 4-4 ruling that lets more than 20 states continue to require public-sector workers to help fund the unions that represent them.

The robo advisory firm will use the capital for investment in its 401(k) business, says Jon Stein, the company’s founder and CEO.

The strategy involves anticipating the needs of those employees who use the most resources in between doctor visits and automating processes to manage their treatment plans.

Increased demand and use of technology are among the insights revealed by Chestnut Global Partners in its analysis of employee assistance programs.

Movie, restaurant and theme park discounts are among the incentives being offered by the marketplace operator.

Workers with access to employer-sponsored plans are feeling good about their financial prospects, according to a new EBRU report, but many nest eggs still could use some work. How advisers can help.

DB and DC plan sponsors that depend on these documents to remain in accordance with the tax code may face heightened compliance risks.

A people-centric approach isn’t just good for employees – it’s good for business, says Maxwell Health’s Veer Gidwaney.

Few programs can provide hard data or credible testimonials showing that they solidly improve health outcomes for employees or cost for benefit plan sponsors.

Conditions such as hypertension, type 2 diabetes and high cholesterol cost employers millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Despite early successes, many large employers still reluctant to move employees to an online benefits market.

It’s important to realize that technology is only a piece of this employee engagement method.

Many women want to work abroad during their career, new research finds, but many aren’t given the opportunity.

DB and DC plan sponsors that depend on these documents to remain in accordance with the tax code may face heightened compliance risks.

Benefit plan sponsors will have to be more careful about recording workers’ hours and paying appropriate compensation.

The carriers offering the supplemental benefits see a value-add for employers that sign on, but experts say advisers will play a critical role in getting employees engaged.