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.

While advisers tend to see them as younger workers, these employees are getting married, starting families and purchasing more benefits through their employers.

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.

This critical decision point in the retirement plan’s design process will have an impact on the ultimate success of your objectives.

Advisers are positioned to play a key role in helping clients innovate on health benefits.

By understanding what workers need — then designing offerings to meet those needs and targeting communications by workforce segment — employers can reduce turnover, improve productivity and increase employee satisfaction.

Employee Benefit News, in partnership with business intelligence data analytics firm miEdge, introduces the top 25 large-group voluntary insurance carriers in the country.

Workers, who continue to see their health costs increase annually, are “basically saying enough is enough” when it comes to paying more for medical offerings, Willis Towers Watson research finds.

Adviser Paula Beersdorf offers employers different routes to becoming self-insured.

Year-round efforts, targeted messaging and a great website are among the ways employers can help set workers up for success.

HUB International adviser Melissa Koontz works to oppose legislation that undermines her Washington state school district clients.