Employee benefits

Commentary: Most employers are in the dark about what they get in return for what they spend on health benefits. As a result, they tend to make decisions about benefits on the basis of costs alone, with little regard to value.

Small business owners don’t always have the resources or know-how to establish 401(k) plans for their employees.

Commentary: Add these talking points to your next plan review to ensure the year gets off to a good start, says adviser Michael Clark.

The majority of workers have no idea if they’re on track to meet their retirement goals. What role do employers play in helping them find out?

Student loan debt, the need to save to buy a car or home or other priorities may cause many younger workers to forgo 401(k) contributions early in their careers. What can employers do to help them catch up?

Commentary: By understanding the measurables of their plan and leveraging data, plan sponsors will make smarter, more informed decisions to create competitive benefit packages while addressing plan-specific needs with actionable insights.

New business for validated employee benefit producers decreased over the past three years. Organic growth for independent brokers has also slowed. However, mergers are on a record-setting pace.

It all starts with a business plan and honest answers to some tough questions about the state of your company, says columnist Jack Kwicien.

Commentary: The benefits community should pay close attention to this ERISA case and should be prepared to quickly adapt procedures according to the Supreme Court’s forthcoming ruling, which is expected by June 2016.

Employee education is critical to health care cost management, says United Benefit Advisors’ Les McPhearson, who addresses rising plan costs in the company’s annual health plan survey.

In a world where remote work and contract-based employment is becoming a well-accepted norm, employers are facing challenges integrating their benefits, payroll and HR systems to manage the diverse workforce.

Flu season is just around the corner and you’ve probably set up free flu shots for everyone in the office. But are you also offering financial wellness programs to shore up your employees’ immunity against financial stress?

Implementing top-tier plans poses unique obstacles for advisers and their employer clients.

Commentary: When gas prices rise at the pump, consumers change their driving habits. They ride more strategically, putting off unnecessary outings and carefully planning out trips. Yet when health care prices rise and Americans must dig deeper into their own pockets, they put their own health at risk instead of becoming savvier consumers. …

Commentary: Without building a better plan, continued participation will wane and the program as a whole will fall short of employer health initiatives, says adviser Tim Olson, who shares five steps that will lead employer clients to an improved plan.

Commentary: Whether the employee relations function is managed internally or through a third-party, a company representative should reach out to employees who are injured at work. Here’s why.

Developing strategies to help employees in the workplace with cancer is complex and multi-dimensional. A one-size-fits-all approach won’t work, because every employer must base strategies on the company’s culture, workforce demographics and specific cancer incidence.

The benefits industry is awaiting several rulings from the Supreme Court of the United States expected in 2016 that could have far-reaching effects on the administration and cost of operating employee benefit plans.

Outliving retirement savings is an issue that individuals must face, and a qualified longevity annuity contract is one way to address the problem as lifespans increase.

The Supreme Court heard arguments in Montanile v. Board of Trustees of the National Elevator Industry Health Benefit Plan and will determine if, under ERISA, a reimbursement to an employee benefit plan can be recovered if the beneficiary has already spent the funds he or she recovered from a third party.