Employee benefits

Many plan sponsors and participants don’t trust the federal government to keep its vow to allow tax-free distribution of Roth 401(k) balances. But taxing balances would not produce enough revenue, so the government is unlikely to go that route.

Nearly 40% of workers are considering leaving their current employers, new research shows. Advisers can help employers craft a plan to minimize the consequences of high voluntary turnover.

Market differentiators can help agents thrive in the new healthcare landscape, says Rodger Bayne.

Investing in community health leads to better workforce health, says Healthy Workplace Healthy Communities, a group launched to provide employers resources and tools to engage local leaders.

The top insurance companies, revealed in descending order, based on Form 5500 Schedule A reporting data from analytics firm miEdge.

With dozens of state and federal agencies enforcing hundreds of employment and benefits-related laws, advisers can help new employers avoid common administrative missteps.

When employees come back to work after major health events like heart surgery, employers need to be aware of comorbid conditions such as depression or anxiety.

Enrollment meetings are a great way to help employees start to prepare.

With medical inflation out pacing general inflation 7 to 1, advisers need to help their clients design benefit plans based on the actual health status of their employees.

The usage of telemedicine is growing, with almost two thirds of organizations offering or planning to offer such a service by 2018.

Why many organizations are turning their attention to employees’ post-career earning requirements.

Eyecare is the second most popular benefit this year, according to a just-released research report, and the type of lens material covered is a key consideration in workers’ selection.

Excessive and expensive treatment is at the core of the healthcare cost crisis, says Brian Klepper.

The levy on high-cost plans is on the horizon and advisers need to prepare for it, says Davin Millholland.

Offering a plan that meets the minimum value standard and the federal poverty line safe harbor to everyone working 30 hours or more would eliminate the headaches associated with the employer mandate. So why aren’t more employers doing it?

Since 401(k) plans were never designed to be the sole source of retirement income for workers, it may be time to upgrade them so they serve a more similar purpose to DB plans.

The private marketplace provides a group insurance alternative and promises benefit cost cutting.

Part of a global consolidation trend, these mergers are aimed at growing revenue and increasing customers.

How have employer-sponsored benefits changed since the last leap year? Long-term trends can give organizations a better understanding of whether they’re ahead (or behind) the benefits curve, says Compdata.

While just over half of companies with more than 1,000 employees offer at least one high deductible health plan, few have fully replaced traditional plans with the HDHP.