Voluntary benefits

While advisers tend to see them as younger workers, these employees are getting married, starting families and purchasing more benefits through their employers.

With college obligations ballooning to $1.48 trillion, a growing number of employers are offering aid — and Congress may offer some relief.

Employers should start by asking if their benefits are relevant to their workforce.

Employers who don’t embrace digital options run the risk of looking archaic and out of touch among younger generations who are more tech-savvy.

The largest healthcare provider in New York struggled to avoid disrupting patient care when its employees took time off, so it turned to predictive cost modeling and benchmarking to solve the problem.

A New England adviser integrates group, voluntary and individual products to ensure workers have control of their own healthcare throughout their lives.

Walmart will fund college degrees for its U.S. workforce, the latest benefit rolled out to reduce turnover and counter criticism over its treatment of staff.

These smart tools make benefits easier to use and administer.

HR and benefits consulting firm Findley Davies strengthens company-wide commitment to continued business development and excellent client service with a strategic rebrand.

The benefits management platform and services provider says the new offering will help employees feel more aligned with the company’s success.

The fast food chain will award $14.5 million in scholarships to more than 5,700 workers during the 2018-19 academic year.

Aflac, Chipotle, Starbucks and Visa are among the employers investing their tax savings back into the workplace.

By understanding what workers need — then designing offerings to meet those needs and targeting communications by workforce segment — employers can reduce turnover, improve productivity and increase employee satisfaction.

Employee Benefit News, in partnership with business intelligence data analytics firm miEdge, introduces the top 25 large-group voluntary insurance carriers in the country.

Connecting employer clients with unusual or onsite offerings along the nontraditional benefits path serve as a differentiator and burnish client relations.

Awareness and cost concerns are the primary reasons companies don’t offer the one-time bedrock benefit, experts say.

What’s the point of having a robust benefits package if employees aren’t taking advantage of it?

The automobile company has partnered with company Milk Stork to help new mothers traveling on business.

A proactive approach can reduce claims and increase employee productivity.

Awareness and cost concerns are the primary reasons companies don’t offer the one-time bedrock benefit, experts say.