The Evil Presence that Lurks in the Workplace at Halloween
Halloween can be a very scary time of the year for HR pros! An evil presence is out to kill the efforts being put into company wellness programs—Halloween candy.
Halloween can be a very scary time of the year for HR pros! An evil presence is out to kill the efforts being put into company wellness programs—Halloween candy.
With a suitable plan in place, a lot of people could avoid the real-life horrors of unpaid bills and underfunded retirements.
Because of the government shutdown, very little has been issued in the way of regulations or notices during October. Several items of interest to group health plans were released in September, however.
After last Wednesday’s announcement, those who buy coverage through the exchange will have until March 31 to sign up for a plan, according to an official with the Department of Health and Human Services.
The twin promises of “affordable” and “protection” contained in PPACA sound great. But they’re not enough, at least yet, to assuage the health insurance concerns of most employees.
There is a lot of confusion and more than a few questions about the use of incentives in benefits these days. Incentives are an especially big question mark for employers because so many want to find ways to motivate, encourage and lower the health care costs
There are many factors that contributed to the lower rate of premium increases we saw over the past two years that we don’t expect to continue in the long-term.
The Affordable Care Act (ACA) has so many provisions to be aware of that it can be downright overwhelming. Here are the top three, often overlooked, strategies to help your company get ready for the changes to come.
In case you missed it, last week marked an interesting — and totally great — holiday called National Flex Day. Haven’t heard of it? Well, it’s new.
Join us November 12th for our next webinar on DOMA guidelines that have been issued, what group and retirement plans need to do to comply with this decision, ways to deal with the uncertainties created by the Court’s ruling, and when employers need to act.
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