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Benefit Design and Communication

Paying for Pensions Proved Deadly, but Not Fatal

August 1, 1993
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For the retirees of Uniroyal Plastics Company Inc., their pension payments never stopped coming when their former employer experienced financial problems.
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Retirees Control Their Benefits

August 1, 1993
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After being left with no insurance coverage because of a bankruptcy, retirees of Uniroyal Plastics negotiated to control their own benefits. The plan enabled them to have the coverage they wanted, and saved the company substantial amounts in administrative costs.
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For Some Companies, Portable Pension Plans Aren't Practical

July 1, 1993
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Portable pensions aren't for all companies. Like any new trend, they fit in well at some companies and don't work well at others.
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Pensions A Glossary of Terms

July 1, 1993
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A few definitions on commonly used pension terms.
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How HR Is Making Pensions Portable

July 1, 1993
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As employees become more mobile, HR professionals realize that pension plans rewarding long-term service aren't advantageous. That's why companies that want to attract a work force for the future are making their pension plans portable.
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Self-insurance Drug Cards Provide Greatest Flexibility

May 1, 1993
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With the continuing introduction of new, expensive medications requires prudent limits on employers' exposure or their inclusion in specific and aggregate insurance. Your company should be able to design a drug card to fit your needs and goals. Here are some things your program should do.
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First ChicagoFirst on the Block with Integrated Health Data

April 1, 1993
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First Chicago created what is believed to be the first comprehensive integrated health data management system in the country.
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Use Facts, Not Probability, To Design Benefits

April 1, 1993
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Some companies are finding that by integrating health data and employee data, they can analyze, evaluate and manage health-care benefits more effectively.
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Managing Mental Health Costs Is a Balancing Act

March 1, 1993
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Following some basic managed-care guidelines can help you effectively balance employee mental-health-care needs with fiscal responsibility.
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