Archived Webcasts and Podcasts

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).

Wellness Coaching: How it Works and How it Can Improve Your Bottom Line. This one-hour presentation educates human resource executives, managers, benefit specialists, and risk management professionals about the role of wellness coaching in corporations today. We will review the 12 Dimensions of What Makes a Person Whole and how wellness coaching transforms a person to a state of health, vitality, and well-being. We will also discuss how the typical wellness coaching process works with an overview of various types of assessments i.e. HRA, Wellness Inventory, Circle of Life, ABIHM; what is a wellness assessor session and what are they used for; how ‘at risk’ populations are identified; and how to determine qualified wellness coaches when working with ‘at risk’ populations.

This presentation will review the basics of Cafeteria plans; explain the change of status rules and nondiscrimination tests that each Cafeteria Plan must annually pass; show how Cafeteria plans can integrate with HSAs; explain the various definitions of a "dependent" and how these definitions apply differently to health plans, Cafeteria plans, and HSAs; and explain how COBRA applies to Medical Flexible Spending Accounts. Cafeteria plans provide tremendous tax savings to employers and employees. These amazing plans are the only employee benefit plan whereby the employer can actually make money through their FICA tax savings! However, in exchange for the marvelous tax benefits these plans provide, Congress requires that these plans comply with many specific rules. Nathan Carlson, President and owner of 24HourFlex.com and a professional with over 25 years of experience, will explain these important rules in understandable terms.

This session will address the outsourcing of various health plan administrative functions to third party administrators (TPAs) and Independent Review Organizations (IROs). It will explain what it means to be a Plan Fiduciary; and will address the obligations and plan administrative functions that are automatically imposed on the person or entity that is designated as the Plan Administrator. This session will also address the reasons for outsourcing, the types of administrative functions that are typically outsourced, the impact of such outsourcing on the Plan Administrator from a liability standpoint, and ways in which the Plan Administrator may limit its liability.

The Impact of Exchanges on Employer-Based Health Care Speakers— Mike Brewer, President, Lockton Benefit Group Don Garlitz, Executive Director, bswift Exchange Solutions Join us as we explore the impact of coming public and private health insurance exchanges on employers in 2012 and beyond. Will employers bow out of the game and start sending their employees to subsidized state exchanges and private exchanges? Or will employers modify their contribution strategies to reduce costs, avoid penalties, and retain talent? Topics of discussion include: —What private exchanges will look like and how “defined contribution” will work for large and small employers —Findings from bswift’s new 2012 study examining employer contribution levels and trends —Employer trends in consumerism and wellness to control health care costs Questions? Contact bswift at www.bswift.com; info@bswift.com; 877-9-BSWIFT