Employee Benefit Adviser - September 2020

The New Work Landscape

A good return-to-work solution should involve a mobile app or a screening survey that allows employees to perform a daily self-assessment, but this should work in tandem with virtual care or telehealth services.

Companies are already losing critical talent, and employers can not sit idle waiting for a resolution, or worse, leave it up to the parents to figure out. It’s on every employer to come to the table with creative solutions.

As a manager, it’s more important than ever to make sure your employees feel valued and that their efforts are acknowledged.

Third generation benefits adviser Angela Kiani, one of our Top Women in Benefit Advising Class of 2020, approaches her clients with dedication and commitment.

Kieran Pittman is director of strategic growth at BeniComp Health Solutions, a position that allows her to draw on her background in technology and health science to help clients.

As employees are demanding more flexibility from benefits, many companies are looking for new ways to keep employees engaged and happy through the pandemic.

After months of remote work, workers are reportedly feeling less connected and companies are struggling to prevent “work-from-home fatigue”.

As employers face potentially larger expenses associated with COVID-19, a new tool helps them understand their liabilities and care cost.

Employees expect wellness programs that add value. Due to the ripple effects of COVID-19, those programs will need to be more flexible than ever.

To ensure employees feel comfortable returning to the workplace, company leadership needs to know how they feel about coming back and what safety concerns they may have.

“What this tool does uniquely is it takes the depersonalized delivery of benefits and really helps the individual determine how best to get the most out of their benefits,” says Voya’s Andrew Frend.

Early retirement is on the rise during the coronavirus pandemic. Here’s how employers can support employees and offset talent loss.

Financial practitioner Aaron Brown takes a look at the logic behind modern day 401(k) plans.

“The world as we all knew it changed in a very short amount of time this spring and continues to evolve as the pandemic remains an ongoing reality,” says Jonathan Finkelstein, CEO of Credly.

The Big Four firm says they wanted to recognize the challenges parents and caregivers are facing during the pandemic.

Experts suggest taking this compensation planning season to think about the resilience of your long-term incentive plans ─ especially in light of COVID-19.

The pharmacy and retail giant partnered with the weight loss app Naturally Slim.

This year’s worldwide COVID-19 pandemic has further highlighted the reasons why employers should consider a self-insured strategy over a fully insured model.

HR professionals will have to expand their abilities and understanding to factor in unique needs and mindset going forward.

Employers can help employees prepare for and manage high healthcare costs related to COVID-19 as well as large medical bills related to other health conditions such as serious illness or accidents several ways.