Benefits Think

The startup world is a perfect microcosm for these strange times — while the outlook may seem bleak, especially for startups counting on 2020 fundraising rounds, there are actually more opportunities for growth in a time of crisis than ever.

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.

These pivotal decisions are tied to an already complex web of issues related to liability and safety, employee needs and preferences, and capabilities, that are now amplified by coronavirus.

Now is the time to reimagine your enrollment process and ensure you have the tools in place to communicate your benefits clearly.

For most employers, just 1% of their members are driving 40% or more of pharmacy benefits costs.

The more we understand what our culture was, the more we can understand what is happening to our culture now as employers make decisions about returning to work.

Employers should embrace their critical role in stemming productivity loss. Start by taking a fresh look at your benefit packages.

To help manage the impact of increasing premiums on financial performance, employers have passed an increase in premium costs to their employees.

Amid national calls for change and a prolonged COVID-19 crisis, employers must retool their diversity, equity and inclusion strategies.

By building a supportive well-being culture around PTO benefits, a positive net effect of the work-life balance is a workforce that is whole, healthy, and productive. In return, the holistic health of the employees leads to the holistic health of the organization.