How one global company transformed its benefit communications
Formstack HR director Miranda Nicholson sounds off on the challenges she faces with a remote organization, and how digital tools and recorded information sessions have helped.
Benefit management
Benefits Think How employers can protect workers from identity theft
HR managers should explore voluntary benefits, revisit employee policies and provide guidance on password protection.
Steven Bearak
IdentityForce
Benefits Think Implementing a wellness strategy? Follow these four steps
Advisers must consistently communicate to clients and have C-suite participation, among other best practices.
Kisha Alexander
OurHealth
App aims to make employees happier
Benefits Technology Innovator Ofer Leidner’s Happify targets mental well-being by helping workers understand the source of their feelings.
Employers offering benefits to help parents of autistic children
Rethink delivers consultation and training to employees who have special needs kids as a new workplace perk.
More employers view HSAs as part of retirement strategy
Nearly 75% of plan sponsors believe health savings accounts should be open to all employees, not just those enrolled in an HDHP.
Employers slow to incorporate benefits technology
Cost is deterring execs from embracing new platforms despite the fact that they help with vital HR functions, says LIMRA.
Why plan sponsors need to navigate the exemptions maze of the new fiduciary rule
The regulation’s debut is approaching and the Department of Labor is already talking about fixes. Here is what to look out for.
Benefits Think What really drives employee engagement?
When it comes to motivation, employers need to realize it isn’t all about money. Workers want to feel like they have a purpose, says Steffen Maier.
Steffen Maier
impraise
ID protection, student debt assistance heat up voluntary products race
Advisers need to stay up-to-date on these trends or risks becoming irrelevant to millennial clients.
Benefits Think Employers ‘shifting’ away from hourly pay should be aware of potential pitfalls
The practice of paying nonexempt employees a “day" or "shift" rate is gaining in popularity, but companies must be cautious when implementing this strategy, says attorney Krista Cabrera.
Krista M. Cabrera
Foley & Lardner LLP
Benefits Think Implementing a wellness strategy? Follow these four steps
Employers must consistently communicate to employees and have C-suite participation, among other best practices.
Kisha Alexander
OurHealth
Benefits Think What really drives employee engagement?
When it comes to motivation, employers need to realize it isn’t all about money. Workers want to feel like they have a purpose, says Steffen Maier.
Steffen Maier
impraise
Benefits Think How to ensure new hires comply with non-compete covenants
Minimize the risk of bringing in a producer who has misappropriated trade secrets by asking proactive questions, says lawyer John Birmingham Jr.
John Birmingham Jr.
Foley & Lardner LLP
App aims to make employees happier
EBN Benefits Technology Innovator Ofer Leidner’s Happify targets mental well-being by helping workers understand the source of their feelings.
Why plan sponsors need to navigate the exemptions maze of the new fiduciary rule
The regulation’s debut is approaching and the Department of Labor is already talking about fixes. Here is what to look out for.
Employers aim to surpass absence management requirements
As federal and state leave laws and regulations evolve, executives are looking to improve their current employee programs.
Court rules gender pay gap legal based on prior salaries
An appeals court’s recent decision allows employers to legally pay women less than men for the same work based on differences in workers’ previous pay.
Benefits Think How to make the (big) move to a self-funded plan
Employers should consider a number of factors when weighing the advantages of going this route.
Bob Elmer
Corporate Synergies
Court rules gender pay gap legal based on prior salaries
An appeals court’s recent decision allows employers to legally pay women less than men for the same work based on differences in workers’ previous pay.
