Articles - Grid

Creating an inclusive workplace can make employees feel welcomed and empowered. The author explores the transformative possibilities that a culturally responsive approach to benefits can have on your organization.

Acknowledging the unique needs of your organization’s aging workforce through targeted programs that encourage physical activity and chronic disease prevention can positively affect your benefit costs and productivity. The authors examine successful well-being strategies to engage employees, potentially leading to significant reductions in health risks.

Modern plan administrators must adapt to meet their members’ evolving needs and expectations. The author explores the importance of new technology and the organizational adjustments necessary to leverage these advancements, enhancing member service and streamlining operations.

Using these five strategic levers may help health plan sponsors provide participants with access to medications that improve their health while ensuring the sustainability of prescription drug plans.

Employers that gain an understanding of the unique financial needs and goals of their workforce can design and implement a more meaningful financial wellness program.

Marginalized groups and women may encounter invisible barriers that hinder their personal and professional development. The author delves into the worldwide gender wage gap and the lack of female representation in managerial and corporate positions.

Federal law offers minimal guidance on the appropriate methods for the selection, monitoring and removal of benefit plan trustees. However, boards of trustees should be mindful of ERISA’s fiduciary duties and provisions of the Taft-Hartley Act when performing these functions.

The prevalence of autism spectrum disorder makes it likely that every employer-sponsored health plan will eventually have a participant seeking coverage for high-cost treatments such as applied behavior analysis (ABA) therapy for their children. Health plans have several options to help control costs while providing access to treatment.

Interest rate fluctuations significantly impact pension plans’ assets and liabilities. In this introductory pension article, the author provides guidance for trustees on understanding the impact of interest rates on their plans.

Marginalized groups encounter invisible barriers that hinder their personal and professional development, while the glass ceiling impedes progress. The author delves into the worldwide gender wage gap and the lack of female representation in managerial and corporate positions, which worsens the situation.

The pandemic transformed work dynamics and amplified the need for employers to reassess their support systems and benefits programs to accommodate the evolving needs of their employees. The author discusses the evolving landscape of remote and hybrid work models, including access to a broader talent pool, cost savings, increased engagement and business continuity.

Retirees who return to the workforce can help ease labor shortages while also providing valuable expertise. Multiemployer health plan trustees must be aware of the compliance implications when a retiree comes off the sidelines.

Accreditation can be advantageous for apprenticeship programs when applying for funding and recruiting apprentices. ERISA training trust funds should make sure to weigh the benefits against the challenges when deciding whether to pursue accreditation.

The economic costs of women in menopause include an estimated $1.8 billion in lost time at work annually. Employers that offer benefits to address the health and wellness issues related to menopause may minimize these costs while improving women’s health and demonstrating a culture of caring.

Effective weight-loss medicines— referred to as GLP-1s—represent a huge clinical advance, but health plan sponsors find them hard to afford. Learn what strategies health plans are using to meet the demand for these drugs while mitigating the high price tag.

The four-day workweek has captured the attention of organizations and benefit plan sponsors looking to attract and retain talent, improve health and productivity, and reduce energy consumption. The authors examine recent studies and legal considerations weighing the potential for greater work-life balance as well as the challenges of adopting this new business model.

Navigating the complexity of financial planning for retirement poses a significant challenge for plan members. The authors examine plan sponsors’ and organizations’ opportunities to assist their members on this intricate journey.

The transition to a global low-carbon energy system introduces risks and factors that plan sponsors and trustees need to incorporate into their risk management frameworks. The author underscores the significance of being proactive and well-informed in governance to effectively navigate the challenges and opportunities linked to climate change.

Health plan sponsors have a duty to ensure that their PBM contracts are fair and competitive. Asking the right questions during the RFP process can help guarantee more predictable and favorable prescription drug pricing.

The success of global financial wellness programs relies on them being culturally relevant and properly communicated. Fortunately, some basic tenets of financial wellness are applicable globally and can be adapted for specific locations.