Any benefits or human resources professional who has been through an open enrollment season knows the importance of communications in ensuring that the enrollment process goes smoothly and successfully. Yet, overall, employers still have work to do in crafting and delivering communications that engage employees and result in their careful and considered selection of benefits.
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Stress—whatever its source—takes its toll in the workplace. Some estimates put the cost of stress at $300 billion annually, in lost productivity, absenteeism, health care costs and other losses. But do you really need to put a dollar figure on the costs of stress to know that it can negatively impact your organization? Consider some of the consequences that stress can have—
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Employers know that benefit programs can be a huge recruiting and retention tool. Many people are willing to trade off salary considerations or work at less than optimal jobs in order to access insurance benefits. In fact, many people work just for the benefits.
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Mini-medical plans—also known as limited medical plans—appear to be a fast-growing segment of the health insurance market. These basic, low-cost medical plans provide the opportunity for employers to offer health coverage in situations where offering more traditional types of coverage is not an option.
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