The end of the open enrollment season is in sight, and human resource professionals are breathing a sigh of relief as they close the door on the 2019 enrollment. Smart benefit managers are already beginning to assess new products and services for the next enrollment season and looking at how to improve their programs and processes.
The top three workforce generations are Baby Boomers, Generation Xers and Millennials. These generations range from being born in 1946–1996, which is a 50-year difference from the first Baby Boomer to the last Millennial. Even with the large age gap, all of these individuals have a very similar concern—the loss of income if they are unable to work due to a disabling event such as an injury or illness.
Trying to decide which of the many employer-sponsored benefits out there to offer employees can leave an employer feeling lost in a confusing bowl of alphabet soup—HSA? FSA? DCAP? HRA? What does it mean if a benefit is “limited” or “post-deductible”? Which one is use-it-or-lose-it? Which one has a rollover? What are the limits on each benefit?—and so on.
If something should happen to you or one of your employees today that required Long Term Care, do you, or they, have a choice in where the care is received?
More and more, we are learning that scientists, marketers, programmers, and other kinds of knowledge workers lead office lives very similar to famous innovators like Watson, Crick, and Franklin, who discovered the structure of DNA. How so? All of these people live work lives structured around progress in meaningful work. And when this progress occurs, it boosts emotions, perceptions, and productivity.
This year, much of the United States had some form of major natural disaster—hurricanes, wildfires, floods, tornados—and millions of people were either directly affected, or had a family member or close friend who was affected. This life-changing disruption often meant that people couldn’t, or weren’t able to, go to work.
Social Security numbers (or SSNs) used to be tied just to your Social Security benefits. Now, that number is tied to just about everything used to identify you.
The phrase: “If I’m lying, I’m dying” should be changed to: “If I’m sitting, I’m dying” even though it doesn’t rhyme.
There are places where you expect things to be noisy, such as a rock concert, and places where you expect it to be quiet, like an office.
Aristotle was right when he said, “Nature abhors a vacuum.” Companies and politicians like to say that they’re transparent, when in fact, they’re often the opposite. And, as in nature, in the absence of facts, people will often fill their minds with what is perceived.
Employer Webinar Series
The Patient Protection and Affordable Care Act's reporting requirements are rapidly approaching for employers with group health plans or with 50 or more full-time or full-time equivalent employees. This webinar will provide an overview of the reporting process, what we learned from earlier rounds of reporting, and how employers should be tracking employees.
This webinar will cover what employers should consider when implementing drug use policies and testing for drug use.
This month's webinar will cover what to consider when sponsoring a wellness program, including laws and regulations, levels of program involvement, payroll deduction administration, and more.
To help HR professionals and business owners better understand their benefit plan claim costs, United Benefit Advisors (UBA), in conjunction with Symetra Life Insurance Company, will host a webinar — “What’s Driving Claim Costs and Employer Solutions” — on Thursday, Sept. 6, at 3:30 p.m. ET.
The IRS continues to send proposed penalty assessment letters to large employers. The Department of Labor continues to audit health and welfare benefit plans of all sizes. Being prepared is critical to an employer's success in responding to the government.