Change is not only a necessary evil, but it is also an essential element of conducting business in a constantly-evolving economy. Businesses today are charged with implementing new corporate strategies, going through mergers and acquisitions, improving on operational systems and processes, organizational restructuring, changing ways of work and digital disruption to name a few. Most organizations fail to successfully implement change within their business due in large part to employee resistance and it falls on the shoulders of HR professionals to ensure teams are prepared to embrace change and own the outcome.

Employee benefits compliance is ever-changing with the introduction of new legislation and regulations. Join us for our quarterly update on recent legislative and regulatory proposals and changes. During this session, attendees will learn: Latest Developments on Health Care Reform Proposed Federal Legislation Impacting Your Employee Benefits Newly Issued Federal Employee Benefits Regulations Emerging Legal Cases and Agency Guidance Preeminent State Law Issues *This activity has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®,…

Employee Lifecycle management is considered a crucial function of an organization because it deals with the most valuable asset of an organization: Its employees. Each stage of the employee lifecycle has its challenges, so it’s vital for an organization to continuously improve its processes for each stage to better ensure the success of their employees.

Do you have a cafeteria plan or sponsor any self-insured health plans, including a health reimbursement arrangement? If so, then your plan is subject to the nondiscrimination testing requirements under Section 125 for cafeteria plans and 105(h) for self-insured plans. These testing requirements, which are often overlooked, particularly by fully-insured plans, are designed to ensure that the plan is not discriminating in favor of highly compensated employees (HCEs).  For plans that fail the nondiscrimination testing, there can be significant tax consequences for plan participants.  

The corporate wellbeing industry is constantly evolving, and savvy HR and wellness professionals need to stay on top of emerging trends to ensure their employee wellness program continues to advance. As employees incorporate more wellbeing values into their lifestyles in and out of the workplace, employers are shifting their wellbeing strategies to focus on more intentional, personalized and holistic solutions that have a direct correlation to productivity, engagement and business outcomes.

In an effort to encourage employee health and add value to its health and welfare benefit offerings, there are an increasing number of employers exploring benefits such as wellness programs, telemedicine, employee assistance programs, on-site clinics, specified illness and disease, and other gap insurance. While these benefits may seems like a simple and cost effective means to add value to your benefit plan, it is important to remember that these “simple” plans often come with not so simple compliance obligations that are frequently overlooked.

Employers that are fully insured and have 50–500 employees have limited ways to fund and manage their health plan and spend. They accept the lack of transparency from the insurance carrier–— around claims and data–—as the status quo.

Employee benefits compliance is ever-changing with the introduction of new legislation and regulations. Join us for our quarterly update on recent legislative and regulatory proposals and changes.

In a world where people rely on mobile devices for just about everything, it is changing the game for the way employee benefits are communicated to employees. Open enrollment is perhaps the most visible time of year for benefits and HR professionals and a true opportunity to position yourself in a strategic manner. Enter into this year’s open enrollment with a strategic approach to communications, tailored for your workforce.

With rising health care costs, may employers are looking to alternative funding mechanism to lower costs. While these arrangements have their advantages, they also can be fraught with complicated compliance obligations on the state and federal level.

Technological advances over the last few decades have given way to a significant rise in how employees can utilize their benefits. Employees have access to more employer-provided benefits and services than ever before, but if they are not properly utilized, it can directly influence a company’s bottom line. With healthcare costs continuing to rise, how can employers better engage their employees in the benefits plans they worked so hard to cultivate? In this webinar, you’ll discover: How your employees use…

As human resource and employee benefits professionals, you often wear many hats. With the passage of new rules and regulations, on top of an already complex employee benefits landscape, juggling various compliance concerns has become increasingly challenging. The key to minimizing your employee benefits compliance risk is ensuring that you are aware of and able to address common compliance risk and issues that arise in the day-to-day administration of your plan. This seminar will include an overview of many pressing compliance issues, such as those arising under Consumer Driven Health Plans, ERISA, Section 125, COBRA, HIPAA, and PPACA.

By design, HR is all about people. But does it mean that we should keep it away from technology? Quite the contrary. Technology is developing at a rapid speed and many employers are finding it difficult to keep up and find a solution that will have an immediate impact while ensuring ROI. Discover what new technologies exist, how they help us do our jobs better and how they can enable efficiency.

Employee benefits compliance is ever-changing with the introduction of new legislation and regulations. Join us for our quarterly update on recent legislative and regulatory proposals and changes.

Progressive businesses understand that it’s the people who drive business results. Yet, in today’s employee-centric market, employees and candidates have more choices than ever before in terms of where they take their talents. Having a strong, differentiated total rewards package can have deep benefits, including increasing the quality of your candidate pool, improving retention, boosting your employer brand reputation, and your bottom line.