Unum: Higher Worker Satisfaction Linked to Effective Benefits Education
Benefits enrollment season offers employers the chance to positively engage their employees
Benefits enrollment season offers employers the chance to positively engage their employees
Benefits departments need to come up with a set plan on how to respond to plan participants when they ask about their 401(k) plan’s fees
Employers who want to boost employee satisfaction with their benefits need to evaluate their employees’ current benefits experience
60 percent of working Americans say they remain with their current employers because of benefits
Guidelines to separate a workers’ compensation injury from a personal injury that is not covered by workers’ compensation.
Sponsors of self-funded health plans often fail to offer COBRA coverage on a timely basis to employees who are placed on a leave of absence. This mistake can lead to a most unpleasant result the denial of stop-loss coverage.
If the answers those employees receive turn out to be incorrect, the responders may be accused of violating their fiduciary duties under ERISA, and the plans at issue may be required to pay unexpected benefits.
Employers may think that, once received, these disclosures may simply be filed away with other plan documents but that could prove to be a costly mistake.
Here we have the latest episode in the sprawling saga of equitable remedies under ERISA. The question, as always, is whether a participant is entitled to something for which the plan document does not expressly provide. This time, the answer appears to be “yes.” Let’s catch up.
In the last two years, the IRS has issued several pieces of guidance regarding the correction of deferred compensation arrangements that violate the requirements of Code Section 409A.
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