Typically, SHRM's conference agenda reflects the economic, political and other realities of the workplace, and this year is no different. Several sessions are scheduled on the topics of health care reform, social media, aging workers and domestic partner benefits.Read More
Easing personal stress is among the goals for adding free or low-cost legal services. One study indicates that workers who do not hire an attorney to help with legal issues are nearly three times as likely to spend five to 10 hours at work dealing with those problems than those who do hire counsel.Read More
Social wellness tools won't do much if you don't establish objectives and a time frame for meeting them, says Jennifer Benz, a San Francisco-based employee wellness communications consultant.Read More
More than half of Transamerica Retirement Survey respondents say they don't think they are building a sufficient nest egg—a percentage consistent for all ages of workers.Read More
General Motors Co., in a statement, said the moves should reduce its U.S. pension liability by about $26 billion, a major step in its bid to reduce the $134 billion pension obligation on its books, which GM says is the largest pension liability for any U.S. corporation.
To win at employee wellness programs, companies are turning to online fitness challenges and Facebook-style social networks to boost workers' options, improve engagement and cut costs.
The bill approved by the House panel would eliminate over-the-counter restrictions in the health care reform law.Read More
Among defined benefit plans offered to new hires, 54 percent are hybrid plans such as cash balance plans, which combine elements of defined benefit and defined contribution plans, but legally are defined benefit plans.Read More
In the past five years, the percentage of plan sponsors who list the breadth of coverage offered to employees as a top priority for their plans has fallen 14 percent from 57 percent at the end of 2011. Simultaneously, the percentage of sponsors citing a balance of cost and care as a top plan priority has risen to 78 percent from 41 percent in 2006.
Retirement accounts that remain after a worker leaves are an annoyance to plan sponsors and a burden for company administrators.Read More