Employee communications

Retirement plan sponsors should spend as much time developing an education policy statement as they do an investment policy statement, according to Invesco’s Jeffrey Hemker.

The more engaged and proactive an employer is with its benefit communications, the more likely workers are to stay, which reduces recruiting and training costs.

While the programs are popular, they’re all too often reactionary and don’t take enough of a holistic approach to worker well-being, according to Corporate Synergies’ Robert Stumper.

A sabbatical policy should be clear and straightforward and address such issues as continuation of benefits, length of time off and compensation.

While the programs are popular, they’re all too often reactionary and don’t take enough of a holistic approach to worker well-being, according to Corporate Synergies’ Robert Stumper.

Latest gear isn’t just about simplifying administration; it’s about keeping workers engaged, according to Strive Benefits’ Saravanan Chettiar.

Benefits tech isn’t just about simplifying administration; it’s about engaging employees, said Strive Benefits’ Saravanan Chettiar during the Dig|Benefits conference this week in Austin.

Workers who feel valued are more likely to stay with the company, saving employers on recruitment and even compensation costs, says Impraise’s Andrea Hak.

No longer a benefit available only to academics, paid programs are making inroads at organizations in many industries, including companies such as convenience store and gas retailer QuikTrip.

Insurers frequently offer incentives intended to move employers to new models, networks and platforms, but they can be very confusing for clients, says CBIZ’s Zack Pace.

The director of benefits at Lakeland Regional Health implemented a robust digital communications program using Jellyvision’s interactive software platform.

The director of benefits at Lakeland Regional Health implemented a robust digital communications program using Jellyvision’s interactive software platform.

Employees at the health insurer who take advantage of the company’s education benefits tend to stay and grow with the company, finds a new study.

Insurers frequently offer financial incentives designed to move employers away from historic plan designs, networks and platforms, but they can be very confusing unless plan sponsors know what to look for, says CBIZ’s Zack Pace.

The founder of Strive Benefits is trying to change the small-business benefits landscape by empowering employees to take control of their healthcare.

Successful plans depend on a willingness to mix up normal tactics to reach all generations, says Hodges-Mace’s Emily Dobbins.

While many managers still find it difficult to estimate the productivity of teleworking employees, 48% believe teleworkers are at least equally productive as in-office workers, according to a WorldatWork survey. The prevalence of work-life benefits is growing, and a recent report from Glassdoor identifies some of the best jobs for maintaining great work-life balance, rated on a 5-point scale, based on employee feedback.

The founder of Strive Benefits is trying to change the small-business benefits landscape by empowering employees to take control of their healthcare.

Companies are counseled to conduct wage and hour audits in preparation for upcoming Department of Labor rules.

Successful plans depend on a willingness to mix up your normal tactics to reach all generations, says Hodges-Mace’s Emily Dobbins.