Enrollment

The needs of three constituents must be met: the employer, the employee and the consultant.

Insurer worked with Maxwell Health to provide single source of benefits information to clients' employees.

Benefit election variations across leading job sectors point to a need for better education from advisers and employers on product selection.

With the release of PlanSource’s Copernicus, benefit administrators are praising the automated features that make their job less stressful.

Benefit election variations across leading job sectors point to a need for better education from advisers and employers on product selection.

With the release of PlanSource’s Copernicus, benefit administrators are praising the automated features that make their job less stressful.

Younger employees are out-investing their older coworkers, with a large number contributing to a savings vehicle for their post-work years.

Younger employees are out-investing their older coworkers, with a large number contributing to a savings vehicle for their post-work years.

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.

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.

To improve their clients’ experience, advisers should focus on outcomes — not technology.

Employers should prioritize employee communications, perform face-to-face re-enrollments each year and measure results.

A voluntary specialist, Charlotte Santa Cruz provides extensive, industry-leading enrollment and claims assistance to clients.

Younger workers are closing the savings gap due to design features and qualified default investment alternatives like target-date funds or managed accounts.

Younger workers are closing the savings gap due to design features and qualified default investment alternatives like target-date funds or managed accounts.

Avoid longer conversations about automating the benefits enrollment. They won’t work in the adviser’s — or the client’s — favor.

Doing so allows HR managers, employees and brokers to map out the best course of action for workplace benefits, related employee communications and engagement goals.

Analytics and cloud services offer more meaningful data to decipher better plan choices.