Taking a few steps to offer solutions could help increase your employees’ productivity when they are working with disabling illnesses or other conditions.
A significant divide exists between the open enrollment tactics employees find helpful and those that employers actually provide. For instance, 94% percent of employers agree that one-on-one, in-person meetings are an effective tactic to engage employees, but less than half implement it.
4.3 — the percent increase from 2012 to 2013 in overall voluntary product sales.
Assets in 401(k) plans reached a record $3.075 trillion in 2010, according to the latest Marketplace Update report from the Society of Professional Asset-Managers and Record Keepers (SPARK).
After significant cutbacks in employer matching contributions over the past few years, 30% of employers in a recent poll are planning to reinstate previously eliminated or reduced matching contributions during 2011.
Health care employers are changing the way they manage their retirement plans and are relying more on plan providers to administer their plan and help them meet their fiduciary responsibilities, according to a nationwide survey of nearly 200 health care plan sponsors.
Retirement plan participants using an online tool save at an average rate of 39% higher than other plan participants, according to a study by Principal Financial Group of its clients.
Despite making gains in the job market, women and men are not equal when it comes to retirement planning.
Financial incentives have taken on greater importance in the drive to increase employee participation in health improvement programs, according to a recent survey from Fidelity Investments and the National Business Group on Health.
Achieving better overall health is the top reason American workers (43%) report they participate (or would participate) in a wellness program, according to the latest Principal Financial Well-Being Index.
Just over one-third of Americans 34% have no retirement savings, and 27% have no personal savings, according to The Harris Poll.
As a result of health care reform, employers especially smaller ones are turning to their benefits consultants, brokers and agents for more help, according to a new poll from MetLife.
Plan sponsors might not always distinguish one retirement plan from another, especially because the industry has effectively turned the products into commodities. But they do remember the consultants.
Defined contribution plan sponsors expect to focus more on plan fees this year, according to a new survey by Callan Associates.
Sponsors of 403(b) plans took important steps forward in managing their plans over the past three years, despite a grueling economy and sweeping new regulations, according to a new survey of 403(b) plan sponsors from the Profit Sharing/401k Council of America.
Sales opportunities for long-term care insurance may be greatest among baby boomers who have seen its value first-hand: Among those whose parents collected on a policy, 72% said it was a good value, according to a new survey from Mathew Greenwald & Associates.
For the second year in a row, medical plan cost increases in 2010 were about two percentage points lower, on average, among employers with extensive health management programs.
The average 401(k) account balance of consistent participants grew by 32% in 2009, according to a new report from the Employee Benefit Research Institute and the Investment Company Institute.
Findings from United Benefit Advisors 2010 Health Plan Survey may have implications regarding the implementation of state health insurance exchanges set for 2014.
The ideal defined contribution plan should be mandatory, and include auto-enrollment, savings escalation and employer contributions, sponsors of large retirement plans believe.