Employee benefits

The lack of federal legislation around time off for new moms and dads has been disappointing, but this inertia has had one positive side effect: growing state leadership in championing the cause.

The Pension Benefit Guaranty Corp. is facing a $54 billion deficit for insuring multiemployer plans in unionized industries, says the GAO report.

A group of working moms is waging a campaign to persuade Amazon that providing help for parents dealing with school closures and other emergencies is good for the company.

It’s on employers to create a culture of inclusion and remove the barriers that keep employees from utilizing mental well-being programs, experts say.

Though the proposed rule doesn’t reach the limits of Obama’s 2016 rule, small and midsize companies argue it creates administrative burdens.

Anxiety often takes shape in various thinking traps that can sabotage worker growth. But HR can help turn the tide by building a company culture that fosters employee confidence.

Employers should consider offering these benefits to improve gender parity at work.

Education and enrollment services may have been important in the past, but employers are looking for more help from advisers.

Employers are free to tackle their hefty pension obligations through a one-time, lump-sum payout to retirees and beneficiaries.

Benefits professionals from Newell Brands, Blink Fitness and more say they automatically enroll new employees in a 401(k) program during the onboarding process — and it’s paying off.

Education and enrollment services may have been differentiators in the past, but advisers need to look beyond these offerings to remain competitive.

The lack of federal legislation around time off for new moms and dads has been disappointing, but this inertia has had one positive side effect: growing state leadership in championing the cause.

The worst thing investors can do is panic and sell.

These companies are making new hires and promotions in the brokerage, technology and healthcare industries.

The vast majority of workers say their employer doesn’t serve as a resource for their healthcare-related questions.

Benefits professionals from Newell Brands, Blink Fitness and more say they automatically enroll new employees in a 401(k) program during the onboarding process — and it’s paying off.

Haven will work to “better outcomes and overall experience, as well as lower costs” for their 1.2 million employees.

To qualify for this feature, clients should have reported a minimum amount for at least 11 years.

To help ease the burden of employee caregivers, employers should give greater attention to palliative care.

Filling out paperwork is so inefficient it keeps brokers from pursuing alternate funding strategies.