Employees will play fantasy football and will do it in the workplace. It is incumbent upon HR and benefit managers to find ways to keep employees engaged and let them have some fun. But its also important to develop guidelines.
Commentary: Benefit advisers and their employer clients continue to have questions about private exchanges. Blogger Dan Garlitz shares some recent FAQs fielded by exchange administrator bswift.
The move to a private exchange could be difficult for employees who generally are not accustomed to making benefits plan decisions for themselves, or who balk at the potential of an increased out-of-pocket burden. Its incumbent upon employers to guide them through the transition to help them accept the idea that having more power and choice is a good trade-off to taking on more risk.
How does your investment fund line-up compare to the market? Do you have too many investment options or too few? Regular blogger Robert C. Lawton outlines some best practices with regard to investment menus.
Many wellness models are based on mythology. Myths like all plans should have disease management, or everyone needs to work on heart disease prevention. How to get past the noise and on to effective interventions? Look closely at your own group its people, its illnesses, and its work environment.
While the intent of DOL fee disclosure regulations was to benefit retirement plan participants, results indicate there is much left to be desired. Employees have no idea what to look for or what their 401(k) fees even mean.
Some 403(b) plan sponsors believe that if they are exempt from ERISA, they cannot be held accountable as an acting-fiduciary. This is a misconception.
In this commentary, one retirement plan adviser says government efforts and taxpayer funds would be better directed to educating employees on the importance of contributing to their 401(k) accounts and providing additional tax incentives for those few employers that have not already established a 401(k) plan.
Brokers need to start communication earlier to implement a successful outcomes-based plan.
Four turnkey solutions to the problem of true benefits engagement.