By now, some of your clients have come to you with a problem: How do I address this tax filing for IRS 6055/56? For some reason, their payroll vendor is unable to deliver or wants an arm and a leg to do the filing. You hold out hope that somehow this will blow over and get resolved. But as we get into the summer months, a greater number of your clients lacking in options will…

CMS says agent fees and commission cannot be excluded from issuer MLR reporting requirements — unless these very specific criteria are met.

Although they still amount to little more than a blip on the radar screen, income guarantee arrangements incorporated into defined contribution plans are growing rapidly in popularity.

The financial rewards of an engaged workforce can be significant for employers, and yet the correlation between higher levels of employee engagement and a company’s bottom line is not necessarily well-understood by senior executives.

The clock is ticking for various state legislatures that are pondering a change in the way their residents enroll in public health insurance exchanges ahead of the widely anticipated June ruling in King v. Burwell on whether federal subsidies will be scrapped in 34 states that rely on Healthcare.gov for signups.

Low-cost lending and credit-establishment services emerge as a new benefit to help employees make better financial decisions.

The proposals for Healthcare.gov plans are subject to a review process before the final rates are published by Nov. 1.

When the recently proposed fiduciary rules are finalized there will likely continue to be significant differences between how Registered Investment Advisors (RIAs) and brokers interact with their retirement plan clients from a fiduciary standpoint.

Commentary: The changes you may need to make to compete effectively in a future benefits world may be dependent on some prediction as to where you think the market is going.

The terms of the deal were not disclosed, but all 350 MHBT employees will join MMA under a new company name.

Many assume that a wealthy upbringing is essential for an early retirement, but recent studies show those who plan to retire early were no more likely to describe their family growing up as wealthy/affluent, or financially comfortable, than people who planned to stay in the workforce longer.

Defined contribution plan sponsors remain in regulatory limbo regarding their obligations to maintain detailed documentation surrounding employee 401(k) hardship withdrawals.

In Tibble v. Edison, the Supreme Court did not expound on what a retirement plan fiduciary's duty to monitor entails, which is a bone of contention for ERISA attorneys and 401(k) plan sponsors.

Commentary: Numbers can tell you if your internal communications are effectively engaging employees, and resulting in a stronger culture and higher benefit participation rates.

Fiduciary responsibility requires the careful selection of default retirement investments. Benefit advisers can add value with knowledgeable advice on qualified default investment alternatives, including through the use of selection tools.

Benefits decision-makers continue to struggle with the notion of financially justifying their wellness dollars, as wellness ROI is still exceptionally elusive.

Too many employee benefit plan audits are deficient, finds a new report from the U.S. Department of Labor, putting up to $653 billion and 22.5 million plan participants and beneficiaries at risk.

Although 401(k) plan participation is increasing, employees are not actively managing their accounts.

Of the top 50 large-group brokerages in the U.S., the 18 companies listed are firms with less than $10 million in large-group revenue that are experiencing positive year over year growth. EBA, in partnership with business intelligence data analytics firm miEdge, reveals in ascending order these fastest-growing firms. The listing is based on Form 5500 Schedule A reporting data on revenues coming from commissions and fees/bonuses as of March 31, 2015.

Although the Equal Employment Opportunity Commission recently released some new proposed regulations on wellness programs, employers are still grappling with how to incorporate new health technologies into their programs.