Benefit plan design

For a U.S. employer that is bought by an international company, taking the time to avoid disruption with payroll, retirement and healthcare benefits is vital to keeping employees happy and engaged.

The firm is now giving 18 weeks of paid time off to new parents, including non-primary caregivers.

Digital strategist recommends Facebook or Slack groups as an optional avenue for year-round benefits communication, though a millennial broker begs to differ.

Employers who don’t embrace digital options run the risk of looking archaic and out of touch among younger generations who are more tech-savvy.

The addition of Craford Benefit Consulting is set to build expertise in complex cases and financial modeling as well as expand RS’s geographic footprint.

As employers look at this benefit, benefit admins and HR executives need to know how to comply with these industry changes.

To provide real cost savings for their employer clients, next-generation benefits advisers are casting off the health insurance carriers and abandoning the traditional way of procuring healthcare.

Only 39% of American workers are satisfied with what their job offers and 61% are willing to take a cut in salary for a better package.

As employers look at this benefit, benefit admins and HR executives need to know how to comply with these industry changes.

The record-keeping firm is acquiring Russell Investments’ Adaptive Retirement Accounts program to offer account management to clients.