Best Practices

Employers are recognizing the benefits of supporting their employees' mental health through IRS-qualified HSAs, FSAs and HRAs.

When you refer separately to your "sales team" and your "service team," you create separation and internal conflict.

From the era of guaranteed lifetime pensions to the modern 401(k), pension risk transfers have become the linchpin connecting the past, present and future of retirement benefits – and allows firms to offload the burdensome legacy.

Drip marketing works. That's why employers need to continually show employees more and more reasons why they should save for retirement, using a variety of signs, email campaigns and text messaging.

The idea of retiring on $100,000 a year should get employees' attention and can be a good lead-in to financial wellness training sessions on two of the "building blocks" of retirement – Social Security and investing in 401(k)s.

Employers who don't get on board are going to lose out on top talent and productivity gains.

Financial wellness has emerged as a game-changer – and the new retirement legislation is making new employer offerings, such as student debt relief or emergency savings funds, more cost-effective than ever to implement.

As CEO of Cost Plus Drug Co., Mark Cuban is telling other CEOs: "If the big 3 PBMs, which also own the insurance companies, lose 5 of the top 15 non-PBM Fortune 50 companies, their business practices are going to change."