Join a Nov. 1 webinar that explores how employers and their workforce can get the most from their employee assistance programs.
A recent federal ruling likely will ease some compliance worries for employers sponsoring wellness and disease management programs.
Following recent announcements by both the IRS and the Social Security Administration, we now know most of the dollar amounts that employers will need to administer their benefit plans for 2013.
Consumer-driven health plans (CDHPs) can generate savings for employers and workers alike, but employers should consider some factors before offering them.
Sponsors of self-funded health plans often fail to offer COBRA coverage on a timely basis to employees who are placed on a leave of absence. This mistake can lead to a most unpleasant result – the denial of stop loss coverage.
Employers need to decide if they will "pay" or "play" after the 2014 PPACA regulations kick in. Attend this webinar and learn what rules and penalties apply to your business.
Sponsors of single-employer defined benefit pension plans will need to amend those plans soon to comply with a critical requirement of the Pension Protection Act of 2006.
Health care reform is poised to create a host of challenges for businesses of all sizes, but it may be the smallest companies that face the biggest decisions.
Employers will have a number of obligations and opportunities as the heart of the Patient Protection and Affordable Care Act of 2010 (PPACA) is implemented in 2014. But if they are only listening to the chatter of the debates, they are not getting the whole story.
It happens all the time: Employees who are considering retirement ask HR staff about their post-employment benefits. If the answers those employees receive turn out to be incorrect, the responders may be accused of violating their fiduciary duties under ERISA, and the plans at issue may be required to pay unexpected benefits.
Successful wellness strategies have evolved beyond health posters in the company break room or a gym membership discount. More employers are expanding their wellness initiatives to foster employees’ overall "well-being" — not just their health — in an effort to tamp down costs and boost productivity.
By now, most retirement plan sponsors will have received a flurry of disclosures from vendors who provide services to their plans. Those disclosures (commonly known as 408(b)(2) notices) should have been provided by July 1, 2012. Employers may think that, once received, these disclosures may simply be filed away with other plan documents but that could prove to be a costly mistake.
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