Many HR leaders like you are grappling with a troublesome contradiction this year: You need to better manage health benefits costs, but you believe you’ve done all you can do to achieve it.
Benefits-management tools can draw employees to the platform
Lifestyle-management programs can help people with, or at risk of developing, Type 2 diabetes
Type 2 diabetes, characterized by high blood sugar and insulin resistance, and linked to unhealthy diets and a lack of regular exercise, is increasing among U.S. adults. That translates into high costs for employers—more than $20 billion annually due to unplanned, missed days of work.
This year’s open enrollment period has just ended for many companies. For HR professionals, that is the best time to begin thinking about next year’s benefits offerings. As you plan, it is helpful to look at your company’s workforce holistically from a demographic perspective.
It’s been nearly 40 years since employers first were able to offer tax-free education assistance for undergraduate, graduate or certificate level work to their employees. The benefit was semi-permanent, with Congress reauthorizing it (sometimes retroactively) numerous times until it was finally made a permanent part of the law in early 2013.
Open enrollment is one of the most important times of the year for organizations, and it’s also one of the most dreaded. Complex and ambiguous changes to health care and retirement plans have created a lot of confusion for employees. However, with proper planning, employers can develop communication strategies to help employees make the best choices for their health and finances.
Social Security is with you through life’s journey, even if that journey takes you far, far away. Over half a million American citizens live outside the United States and receive some kind of Social Security benefit, including retired and disabled workers, as well as spouses, widows, widowers, and children.
There are few HR topics that garner more media attention than employee benefits.
A simple Google search of “employee benefits” yields more than 429 million results.
Paid family leave, workplace flexibility and health care now dominate the conversation in Washington, D.C., and in our workplaces, and employee benefits continues to be among the most popular topics at SHRM.
Everyone benefits when great organizations work together to maximize the services and information they provide. This has been the case since we partnered with the Society for Human Resources Management (SHRM) to ensure all employees are well informed about the Social Security benefits and information available to them.
It’s easy to get caught up wanting to deliver a sophisticated platform to engage your workforce. Many benefits technology solutions promise to make employees smarter consumers of health care through slick recommendation engines, bots, and avatars delivered on smart phones.
I advise you to keep these three things in mind when you evaluate benefits technology: