In a regulatory environment increasingly focused on transparency and accountability, what does it really mean to be a prudent fiduciary in a health and welfare context?
How HR leaders can turn pharmacy transparency into real leverage
In Part 2 of this series, we explore where employers have more leverage in pharmacy benefits than they realize—and how to apply it deliberately in the best interest of plan participants.
Why pharmacy transparency is becoming a C-suite issue
In Part 1 of a two-part series, we examine why pharmacy transparency has become a C-suite issue—and what it means for fiduciary oversight.
Voluntary benefits are becoming the next ERISA fee battlefield
A new wave of ERISA litigation is calling attention to voluntary benefits—an area many employers have long viewed as low-risk. In this piece, Andy Clonts explains why voluntary programs are drawing scrutiny, how compensation structures and loss ratios can create fiduciary exposure, and why plan sponsors should revisit the governance and financial mechanics behind these offerings before regulators or plaintiffs do.
What happens to the 401(k)? Defined contribution decisions during M&A
In the whirlwind of corporate acquisitions, the 401(k) retirement plan often gets overlooked, yet it plays a crucial role in the transaction’s success. With fiduciary obligations and compliance responsibilities at stake, understanding how to navigate defined contribution decisions is essential.
Hidden governance risk could upend retirement plans
In today’s fast-paced work environment, plan sponsors often underestimate the role of institutional knowledge in retirement plan management. When key team members depart, the knowledge gap can threaten both plan compliance and the participant experience. Learn how the right governance framework canclose the succession planning gap.
The hidden pitfalls of DIY benefits implementations
Successfully implementing a new health and welfare benefits administration system is a complex, high-stakes process that requires careful planning, thorough data validation, and expert coordination across multiple vendors. Plan sponsors who attempt to manage this transition alone often face significant challenges.
3 ways to make this open enrollment the best yet
Whether your annual benefits open enrollment is 9 months or 90 days away, focusing on these three areas can help ensure its success.
Is unlimited time off the right PTO approach?
Unlimited PTO is gaining popularity as a way to attract and retain talent. But switching from accrued time off to unlimited time off may not be the best choice for everyone, and the change isn’t always easy. Here are some tips for a smooth transition.
Is your benefits committee up to par? Here’s how to be sure
To defend themselves against ERISA violations, plan sponsors need to understand their fiduciary obligations. As the parties generally responsible for plan oversight, benefits committees play a central role in minimizing compliance risk.