Benefits Think

Workplace stress costs employers $250 billion each year, and the financial worries of employees are often the top driver of stress.

When benefits advisers accept commissions on group policies, we owe a consultation to help ensure the promises we sell have integrity.

Before making the major decision to change careers, it is important to take the following steps to strategize and make sure you are making the decision that is best for you.

By helping reduce copays, deductibles and the cost of prescription drugs, we can save millions of working Americans from financial ruin.

In wake of the Great Resignation and Great Reengagement, employees researching potential job changes are looking for health benefits including lactation rooms as part of their long-term career options.  

Financial education in a digestible format and workplace culture pique their interest, while auto enrollment is especially effective at getting them to save.

Unlike long virtual or in-person learning programs, which often provide a lot of information in single sessions, microlearning favors brief sessions with interactive elements to promote better learning and retention.

Recognizing that some employees cannot afford to enroll in benefits and working with local and community resources can be the first steps toward health equity.

Too much of what today is called healthcare is actually “sick care” — it treats disease after it’s appeared, rather than preventing it.

Traditional 401(k)s, payroll-deduction IRAs and SEP-IRAs represent far superior approaches to state-mandated retirement plans.