Employers and HR departments who are ahead of the game concerning Healthcare Reform are will excel above those who aren't. This presentation will be a good resource from a planning and execution phase this year as we work through this ever-important navigational transition happening now. You'll learn about the entire delivery system from the time you sign the expensive group insurance rates to the time your employee walks in the door at the doctors office and how it all ties in. Stay up to speed on the newest trends, technology, and tolls available to you and your staff as well.
Good business decisions require good data, and that’s one of the areas that HR has historically struggled. Not that HR hasn’t provided reams of reports on performance distributions, compensation change percent and time to hire, but are those really the information needed to make better business decisions? With HR moving from tactical resource to strategic mover and shaker the time of status reporting is past. HR must be able to answer cause and effect questions that are more predictive than reactive. Industry experts will review the areas that must be improved to create HR metrics that can stand side-by-side with the numbers from Finance, Product Development and Sales.
Decision support tools can help your employees understand, appreciate and make better use of their benefits - and at the same time, the analytics derived from these tools can help you improve your programs and increase employee engagement and satisfaction. Without tools and analytics, you and your employees are planning in the dark.
Join us for a one-hour webcast that will provide insight into how ADP's Decision Support Tools and Analytics can help you drive desired results.
During this informative webcast, we will also delve into a real-life case study and look at the results achieved by one of our clients: increased enrollment in desired health plans, increased tax savings for employees and increased FICA savings for the employer.
Under health care reform, voluntary benefits will play an increasingly important role in many employers’ benefits strategies. Many employers will shift toward providing only bare-bones core medical coverage and transferring more responsibility for additional coverage to the employee via voluntary benefits offerings.
In this webinar, you'll learn how employers are reacting in different ways to changes under the Patient Protection and Affordable Care Act and how voluntary benefits could help you react seamlessly to these changes. We'll outline key ingredients for a successful voluntary benefit program, commonly offered voluntary benefits, and ways that voluntary benefits can solve employers' and workers' headaches under health care reform.
What does your CFO need to approve an effective wellness budget that will create a positive ROI? Do Health Fairs, Health Risk Assessments or Lectures create the evidence you need to get a wellness budget approved?
What needs to happen in order to create a positive return on investment? The answers are more basic than most corporations realize.
We will show you what actions you can take to create a measurable ROI with your wellness program, how to create sustainable behavioral change and how to get CFO approval for your next budget.
Not tricks, no gimmicks! Just a workable and repeatable system that will create the behavior change that is measurable, sustainable and provable: the basic on the chain for creating positive ROI.
Organizations often have a blind spot when making decisions regarding employee benefits. The risk of this shortfall is compounded by common misconceptions regarding the true nature and scope of the fiduciary duties imposed by ERISA and the associated liability retained by plan sponsors and trustees, even when they rely on outside experts. As a result, most plans are paying 20%-60% higher fees than are necessary for the services being delivered, and employers and trustees (aka “Plan Fiduciaries”) have unknowing retained financial liability for fiduciary obligations they mistakenly think they have delegated to their 401(k) provider.ERISA plan.
The presentation will provide a high level view of the fiduciary responsibilities and specific examples of the technical and real world liability and risk Plan Fiduciaries face. A more detailed examination of the three most common fiduciary blind spots will be provided along with recommended actions that can be taken to mitigate their risk.
Did you know… only 15% of employers / plan sponsors today feel that most of their plan participants will be financially prepared for retirement? What are they doing to improve the situation? We'll discuss:
Join this session to understand:
• Why retirement readiness is a growing problem, including stagnation of participant accounts, employee participation and contribution rates.
• The effects of fee disclosure regulations on plan participants and employers, and HR can help communicate 401(k) fees to employees.
• New ways retirement providers are helping sponsors improve retirement readiness, including guaranteed income funds and use of social media to engage participants.
Hear results of Deloitte's latest 401(k) survey and how plan sponsors and providers are addressing employee retirement readiness.
Half of Americans do have access to a retirement savings plan at their workplace. For those that do, about one-third fail to join. And for those that do join tend to save too little and often make unwise investment decisions. The 401(k) arena is in crisis, and workers need sound guidance and help.
This webinar will focus on the behavioral challenges that have led to the crisis- inertia, limited self-control, loss aversion, and myopia. From there we can then begin to understand how the typical worker makes decisions inside their 401(k) account. Then we can begin to transform their behavior by creating solutions, or tools, that are based upon cutting edge behavioral finance research. Then we can then dramatically improve outcomes by, helping employees help themselves by learning how they make decisions inside their retirement plans.
The landscape has changed in Pension investing. With recent focus on funding challenges, Cafaro Greenleaf offers a unique approach to Liability Driven Investing (LDI). The solution is forward-looking and greatly reduces risk – as it is driven by known factors such as your plan demographics and benefit payment schedules, rather than uncertain elements such as the economy or a consultant’s view of the market. It also reduces Plan expenses by as much as 50%, while lessening the burden on the committee. Forget what you know about traditional Pension investing, and come learn about new and unique strategies to protect Pension Plans. Cafaro Greenleaf offers a unique approach to Liability Driven Investing (LDI). The solution is forward-looking and greatly reduces risk – as it is driven by known factors such as your plan demographics and benefit payment schedules, rather than uncertain elements such as the economy or a consultant’s view of the market. It also reduces Plan expenses by as much as 50%, while lessening the burden on the committee. Forget what you know about traditional Pension investing, and come learn about new and unique strategies to protect Pension Plans.
*Note - due to the length, this webcast does not qualify for credits
Historically, the major reasons for insourcing benefits administration have revolved around an employer’s desire to maintain control of the administrative process, an employer’s need to provide a custom experience to its employees, and the fact that many employers had invested in technology that also supports benefits administration.
Alternatively, outsourcing benefits administration is believed to improve service at a lower cost, help with tracking important compliance information, allows the employer to gain access to knowledge and expertise, and bring advanced technology to both employees and managers. Moreover, employers can free up resources to focus on higher value strategic or core business issues and opportunities. As a result, the pros and cons of insourcing vs. outsourcing are complex.
Please join us for an interactive discussion of these survey findings where we’ll encourage you to benchmark your organization against others of like size (number of employees).