Employee benefits

Giving employees the right tools and advice can help to address the retirement savings gap, Mercer says.

Republicans in Congress have been unable agree on a way to repeal and replace Obamacare – and now they’re divided on whether they should give up on their GOP-only approach.

The most important consideration is that employees are able to complete the 35-year work period because benefits are based on the 35 highest-paid years from their careers.

Student loan repayment, flexible work schedules and retirement funding are among the perks younger workers are looking for from an employer.

Advisers need to view themselves as more than just the overseers of plan compliance and administration and step up as the champions of a competitive organization.

The Summary of Benefits and Coverage document has undergone its first major restructuring since 2012 and may have some employers questioning if they are in compliance with group health plan standards, says attorney Carl C. Lammers.

Employees typically uninterested in voluntary benefits express a willingness to consider products when information is provided through a variety of mediums outside open enrollment., says LiMA's Ron Neyer.

Few CHROs leverage tools to align enterprise and talent strategies or incorporate strong HR data analytics into BPO.

About 80% of employees say they want to work for a company that offers a repayment program.

Implementing a policy that allows workers’ four-legged friends isn’t as daunting as some may believe, and can give back tenfold through increased engagement and less absenteeism.

A recent trend has seen DB plan sponsors transferring a portion of their plan obligations to insurance companies through the purchase of annuity contracts for the benefit of affected participants.

After failing to repeal or replace the ACA, Senate Republicans are slimming down their ambitions to target the one piece of the health law they loathe most.

Clients should plan to replace roughly 80% of their pre-retirement income after they leave the workforce for good.

Assessing and monitoring family history and lifestyle-based risk factors and giving employees access to experienced specialists are among the underused tactics companies should embrace.

The DOJ on Wednesday urged a federal appeals court in Manhattan to reject a lawsuit by a former skydiving instructor who claims he was fired for being gay.

Relying solely on software platforms to choose health plans and enroll employees without expert interaction can cost time and money, and can even lead to compliance issues.

Coaches can address risk factors and prevent the future health problems of employees who struggle with stress, sleep issues or lack of exercise.

Through a blog and newsletter, the chief compliance officer for benefit firm Vita Companies helps clients navigate regulation.

Giving employees the right tools and advice can help to address the retirement savings gap, Mercer says.

Employees of the tech firm will be able to take four weeks of paid time off to take care of an ailing immediate family member.