Skip to main content

HBS participant education services: Timely help from a safe distance

The current pandemic environment proves how unpredictable this world can be throughout a person’s career and life. That’s why the value of HANYS Benefit Services’ participant education services cannot be overstated: Being there for our clients’ employees is of paramount importance and a key measure of our success. In addition to our plan level consulting services, we offer a dedicated team of highly trained and experienced educators to assist retirement plan participants. Our salaried team members educate employees, with no conflict of interest.

Recently, our education services provided timely help for the employees at one of our New York City healthcare clients. From morning through evening, our educator hosted 30 personalized one-on-one telephonic meetings to help employees enroll in the retirement plan, update their savings rates and learn about their emergency options under the CARES Act. The employees appreciated being able to briefly escape the medical crisis and speak with an expert. Medical workers on the front line should not have the additional stress of worrying about their retirement account.

While onsite education is our primary approach, our virtual meeting formats have been essential during the COVID-19 pandemic for healthcare, not-for-profit and across all industries. Our virtual formats include individual phone call meetings, video chats and live or recorded group webinars. Individual meetings can be pre-scheduled or ad-hoc and our clients’ employees can reach our educators directly. An easy-to-use online scheduling tool is available to simplify the process for our clients and their employees.

Our educators take pride in assisting with individual account questions and guiding employees with available tools and calculators on retirement readiness and financial wellness. Our educators are sometimes the only people in the financial industry that an employee will meet with throughout their entire career. We are the familiar faces that are available as they start their employment, continue throughout their career and transition to retirement.

At HBS, we will continue to remain best in class in this area of need, whether we’re onsite or meeting virtually. To learn more about our education services, please email us at or call us at (800) 388-1963.

Popular posts from this blog

What are Alternative Investments? 4-Part Introduction

The market has seen a lot of uncertainty in recent years. Because of this, many organizations are looking for new ways to diversify their investment portfolios. Our best-kept “not-so-secret” secret: alternative investments. In this blog, we'll explore alternative investments with a focus on how they can potentially shield your portfolios from downside market volatility. In addition, we'll break down its benefits and risks and whether it could be a good fit for you. Part 1: What are alternative investments? Alternative investments may help diversify your investment portfolios through non-traditional investment strategies. Non-traditional investment options have varying liquidity ranges depending on the strategy and fund structure. Alternative investments are sometimes referred to as alternative assets. According to the Harvard Business School , the seven types of alternative investments are: private equity; private debt; hedge funds; real estate; commodities; collectibles; and s

Section 125 – Cafeteria Plans Overview

A Section 125 plan, or cafeteria plan , allows employees to pay for certain benefits on a pre-tax basis. Employers use these plans to provide their employees with a choice between cash and certain qualified benefits without adverse tax consequences. Paying for benefits on a pre-tax basis reduces the employee’s taxable income and, therefore, reduces both the employee’s and the employer’s tax liability. To receive these tax advantages, a cafeteria plan must comply with the rules of Section 125 of the Internal Revenue Code and related IRS regulations. Under these rules, a Section 125 plan must have a written plan document and can only offer certain qualified benefits on a tax-favored basis. Once an employee makes a Section 125 plan election, they may not change that election until the next plan year, unless the employee experiences a permitted election change event. Also, for highly compensated employees to receive the tax advantages associated with a Section 125 plan, the plan must pass

5 Top reasons to offer employee mental health benefits

In fast-paced and demanding work environments, the importance of employee mental health benefits cannot be overstated. Employees who are mentally well are more productive, engaged and satisfied with their jobs. Mental health treatment, including therapy, medication and self-care, can help people who are experiencing mental illness. However, taking that first step toward recovery or seeking help can be challenging. The National Alliance on Mental Illness’ Mental Health By the Numbers finds that the average delay between the onset of mental health symptoms and treatment is 11 years. Factors such as cost, access and stigma can hold workers back from receiving the mental health support and treatment they need. However, there are employer solutions that can help employees overcome these barriers, understand available treatment options and start their recovery journey. This article explores barriers to mental healthcare and ways employers can help break them down to support employees holist