Employee benefits

Advisers and plan sponsors should include this important tool in their analytical toolbox.

Some advisers are using this approach to help self-insured employers control costs. But it’s is not without controversy.

Employees have to change their retirement goals and strategies over the years, starting off heavily in stock allocation while in their 30s.

By helping employees make better choices, employers can get more out of their benefits investment.

A vast majority of men don’t take more than a week off, and they’re less likely to take time for a second child.

Employees have a choice of speaking with either a live financial planner or access virtual advice in a forthcoming fiscal health service.

This rural-Missouri adviser won deep discounts from local-area providers for the benefit of her self-funded and group captive clients.

A new report by Benefitfocus shows differences in healthcare cost across the U.S. and how HDHP participation continues to increase yet out-of-pocket cost continues to rise as well.

An officers’ association had many challenges — the first one was getting retirees to stop losing tax-exempt money.

By helping employees make better choices, advisers can help clients get more out of their benefits investment.

If a third-party administrator makes an error, it can be very expensive for the plan sponsor and investment adviser.

Employees who think they have lost their retirement assets are advised to seek help from the DOL or nonprofit pension counseling centers funded by HHS.

Employers should consider these programs to help control medical expenses while maintaining employee coverage levels.

To stay two steps ahead of the herd, advisers should seek out partners with a complimentary set of skills.

Tim Doherty, head of Pinnacle HR Solutions, seeks out employers with a strategic view of health benefits.

Adviser Scott Haile has turned away clients who refuse to also be partners. He now has fewer than before—but he’s also making more money.

Employers should consider a number of major factors, including stop-loss coverage and reimbursement models, before making the move.

The thriving, Washington DC-area benefits brokerage says it “does more” for its clients. Its wide spectrum of clients seems to agree.

While benefit offerings still carry significant weight in keeping talent, more employees are saying they crave meaningful human connections in the workplace.

The Employee Benefit Security Administration is closing fewer civil investigations into 401(k) plans but it’s recovering more money from firms that improperly oversee their employee pension schemes.