Benefit strategies

Storytelling can help employers give workers a better understanding of how the perks can improve their financial wellbeing.

A $30 million investment coincides with benchmarking effort and symposiums to connect clients with bleeding edge products and services across HR, insurance and financial services.

Deloitte, UnitedHealthcare and The Granite Group are among the employers seeing increased employee engagement and improved wellness by organizing charitable events.

They need documentation showing how they reviewed, selected and monitor their TDFs and if their investment strategy fits with participant demographics.

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

With more than 22,000 benefits and HR professionals, there was plenty to talk about at the 2018 Society for Human Resource Management meeting.

The video streaming service will be matching up to $1,200 a year to help workers pay their student debt.

Paid time off for new parents is among the benefits significantly on the rise, according to new research from the Society for Human Resource Management.

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.

They need documentation showing how they reviewed, selected and monitor their TDFs and if their investment strategy fits with participant demographics.

Pennsylvania firm Benefit Design Specialists offers self-funded clients a nurse-managed surgery network that is free to employees.

The carrier named an executive vice president of human resources and labor relations — a position on par with the company’s president, CFO and other executive titles.

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 nearly one in five U.S. workers has a part-time job, companies need to extend benefit packages.

The carrier named an executive vice president of human resources and labor relations — a position on par with the company’s president, CFO and other executive titles.

Ignorance is no excuse when it comes to a possible ERISA audit. Here are some hard truths to common mistakes sponsors have in their heads.

The key in this new digital era is to marry sophisticated technology with real-life human beings to start meaningful conversations.