Benefit communication

Kieran Pittman is director of strategic growth at BeniComp Health Solutions, a position that allows her to draw on her background in technology and health science to help clients.

Now is the time to reimagine your enrollment process and ensure you have the tools in place to communicate your benefits clearly.

The Department of Labor issued a new rule that allows companies to distribute retirement benefit information electronically.

Those who are bereaved need comfort from each other and extra effort needs to be made to reach out and encourage employees to take advantage of their EAPs.

People can use the service for calls with as many as 100 participants and will cap free calls at 60 minutes, but won’t begin enforcing that time limit until the end of September.

Employees’ lack of knowledge of their healthcare benefits options can have a huge financial impact on both them and their employers, says Kim Buckey, vice president of client services at DirectPath.

The CEO of Perspective Partners shares how software can help answer healthcare and retirement benefit questions during the enrollment process.

Face it, your clients and prospects do not want to meet you in person, but here’s how you can still stay connected.

Be transparent about the challenges you’re facing when you communicate with colleagues and clients and make sure your practice is optimized for a work-from-home situation.

Employers should be prepared to adjust their plans and communication strategies during the outbreak.

“If we don't have a game plan for how to educate employees, everything is for naught,” says Nick Rockwell, president at Eastbridge Consulting Group.

An effective benefits strategy should use tech to communicate and offer options for all employees.

Don’t be seduced by style over substance, warn industry pros; more “human touches” are necessary to support decisions beyond latest apps or self-service tools.

Open communication and an updated employee assistance plan are crucial for helping your employees in the event of a natural disaster.

Financially stressed workers hurt companies through higher healthcare costs and lost productivity. Programs to help them are not just an option for employers, but a business imperative.

Financially stressed workers hurt companies through higher healthcare costs and lost productivity. Programs to help them are not just an option for clients, but a business imperative.

Workplace flexibility, technology, wellness and more should be top of mind as human resource managers look to better engage employees.

Experts provide guidance on how benefits can help the workforce cope in the aftermath of a catastrophe.

Companies can ease the burden for employees who are caregivers outside of the office.

Workflow Builder allows HR teams to save time and focus on higher value people-focused responsibilities.