Employee benefits

The looming Cadillac tax is causing companies to be cautious when it comes to contributing to workers’ health savings accounts.

Employers are familiar with wellness incentives, but the concept of paying employees to encourage certain behaviors is making its way into other areas of benefits.

Nearly nine in 10 adults spend more than two hours each day using a digital device, all the more reason for employers to promote their vision plans.

MEPs address the looming retirement crisis by targeting one of the most underserved segments of the U.S., says Chad Parks.

Automatic rollovers are better than cash-outs for cleaning up small 401(k) accounts, according to retirement expert Spencer Williams.

Connie Weaver, chief marketing officer at newly named TIAA, explains the rationale behind the financial services firm’s new name and look.

Employer strategies include offering multiple plan options, connecting employees’ health to their financial wellness and making use of benefit technologies.

Education, auto-enrollment and modeling tools are ways employers can help bridge the savings gap.

As employer clients gain interest in onsite clinics, here are six core measures to use to determine their effectiveness.

From the Affordable Care Act to employee classification, there is a multitude of evolving regulations posing challenges for small business owners this tax season.

All full-time employees who work an average of 18 hours a week in a year are covered by the legislation. For newly hired workers, employers may impose a waiting period of up to one year.

Employers acknowledge that defined contribution plans are the primary savings vehicle for many employees, yet their actions so far don’t reflect that line of thinking.

Michael Thompson discusses how the National Business Coalition on Health plans to address consolidation in the benefits industry and a proposal for a well-being institute.

The fact that many female workers will fall into poverty when they reach age 65 or older should be a call to action for employers and policymakers, says the National Institute on Retirement Security.

Presidential candidates are unlikely to advocate for any of these changes so it’s up to employers and their advisers to take a run at them.

Automatic rollovers are better than cash-outs for cleaning up small 401(k) accounts, but the ideal long-term solution is for sponsors to enable seamless, automatic plan-to-plan portability.

Brokers can help employers equip themselves with best practices to manage FMLA administration, employee productivity at work.

Some organizations are deploying a strategy that reduces their HSA contributions in favor of employer-funded indemnity products, such as accident and critical illness insurance.

If your employer-sponsored FSA has a grace period, your employees have an extra two-and-a-half months (until March 15 for plans that ended Dec. 31) to spend FSA dollars from 2015.

The credit option imposes no cost or liability on employers, says Michael Thiemann, CEO and co-founder of Zebit.