One of the most popular benefits continues to be 401(k) plans. According to the latest SHRM annual employee benefits survey, 93 percent of organizations offer traditional 401(k)s or defined retirement savings plans, up from 90 percent the previous year. But while they’re a sought-after perk for employees, administering the plans can be a challenge for
With small employer health insurance costs expected to rise again this year, interest in new ways to contain the increases continue to grow as well. And one approach that’s gaining popularity among these businesses is self-funding, sometimes referred to as alternative funding. Today, according to the 2018 Kaiser Family Foundation Employer Health Benefits Survey, 13
Telemedicine, meaning activities like video visits and e-visits via smartphones, tablets and computers to evaluate patients, is transforming the way healthcare gets delivered. And not just for minor illnesses. Now, comprehensive telehealth solutions even focus on chronic conditions and specialties as well. The advantages of care on demand to patients is clear: it’s fast, easy
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave each year. But administering FMLA leave can be challenging for many employers, especially when it comes to accurately tracking leave.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose health benefits the right to choose to continue the benefits provided by their health plan for a limited time following the loss of a job, death, divorce or certain other life events. Here’s what employers need to know to comply with COBRA regulations.
Form 5500 is used by employers or pension or welfare benefit plan administrators to satisfy annual reporting requirements under ERISA and the Internal Revenue Code. The form requires information about the qualification of the plan, its financial condition, investments and operations. And if it’s not filed on time, the fines can add up: The IRS
Flexible Spending Accounts (FSAs) can be a valuable way for employees to set aside pre-tax dollars to pay for certain out-of-pocket healthcare expenses. But unlike Health Savings Accounts (HSAs), the unused funds generally don’t roll over from year to year unless your plan’s design allows for a carryover of up to $500. To help your
Millions of Americans have HSAs. Here are three things you can do as an employer to help employees make the most of their HSAs.
Every year, the Society for Human Resource Management (SHRM) administers an Employee Benefits Survey to gauge what benefits companies are offering. According to this year’s report, a third of employers increased their benefits offerings in the past twelve months.
Large employers are required to provide affordable coverage under the ACA employer mandate to provide minimum value to full-time employees and their dependents. Learn about threshold increases in our latest news alert.