Like so many companies, COVID-19 totally upended how we do business. Our education team’s calendar is usually filled with on-site client visits, allowing them to provide face-to-face guidance to employees on retirement plans.  Not so much in 2020. This year, we’ve been pushed to think outside the box, to reimagine how we provide support and education and to establish a new normal for how we do business. Moving online Shifting focus to video and phone calls is the (relatively) easy part. Scheduling and logistics of said calls – that’s where things can get tricky. Coincidentally, we started transitioning to an online scheduling tool a few months before the phrase “global pandemic” was a regular part of our lexicon. After testing it with a few clients, we were ready to roll it out more broadly by the time the world moved online. Scheduling online, we are able to set parameters for when our team members are available for meetings, then supply a link to our client human resources departmen

A handful of companies have led the way when it comes to student loan debt assistance for their employees. There’s also legislation pending in Washington that could impact the issue. Watch episode #2 in our video series: For Your Benefit with HANYS Benefit Services. We’re taking a closer look at two such companies that have come up with creative, new employee benefits solutions to tackle the issue and possible legislation coming down the pike.  The trailblazers: Abbott Labs and Fidelity Abbott Labs The problem: Abbott wanted to match student loan repayments. But since student loan repayments are not paid into a retirement plan, but to student loan issuer, they couldn’t directly apply a match contribution. The solution: Contribute to the non-elective or profit sharing contribution type under section 401(a). The details: To be sure they weren’t violating the code, Abbott Labs requested a private letter ruling to get IRS approval to make contributions with respect to the student loan r

A handful of companies have led the way when it comes to student loan debt assistance for their employees. There’s also legislation pending in Washington that could impact the issue. Watch episode #2 in our video series: For Your Benefit with HANYS Benefit Services. We’re taking a closer look at two such companies that have come up with creative, new employee benefits solutions to tackle the issue and possible legislation coming down the pike.  The trailblazers: Abbott Labs and Fidelity Abbott Labs The problem: Abbott wanted to match student loan repayments. But since student loan repayments are not paid into a retirement plan, but to student loan issuer, they couldn’t directly apply a match contribution. The solution: Contribute to the non-elective or profit sharing contribution type under section 401(a). The details: To be sure they weren’t violating the code, Abbott Labs requested a private letter ruling to get IRS approval to make contributions with respect to the student loan r

Employers can expect major disruptions to open enrollment this year due to the coronavirus (COVID-19) pandemic. As such, employers should stay apprised of current trends and begin preparing sooner rather than later. Trends to Watch Many organizations are expected to hold entirely virtual open enrollment due to the coronavirus. Virtual enrollment has been trending for several years, and the COVID-19 pandemic is helping to solidify its prominence. A virtual enrollment process typically includes an onlineenrollment platform for selecting benefits, hosting remote meetings between employees and HR, and downloading benefits resources. Also, many employers are meeting current employee needs through supplemental health plans with an emphasis on overall well-being. Adding optional health benefits can be a way to limit additional employer spending and provide assistance to employees who need it. Ways Employers Can Prepare Open enrollment isn’t always a clear-cut process. Employers can review the

Employers can expect major disruptions to open enrollment this year due to the coronavirus (COVID-19) pandemic. As such, employers should stay apprised of current trends and begin preparing sooner rather than later. Trends to Watch Many organizations are expected to hold entirely virtual open enrollment due to the coronavirus. Virtual enrollment has been trending for several years, and the COVID-19 pandemic is helping to solidify its prominence. A virtual enrollment process typically includes an onlineenrollment platform for selecting benefits, hosting remote meetings between employees and HR, and downloading benefits resources. Also, many employers are meeting current employee needs through supplemental health plans with an emphasis on overall well-being. Adding optional health benefits can be a way to limit additional employer spending and provide assistance to employees who need it. Ways Employers Can Prepare Open enrollment isn’t always a clear-cut process. Employers can review the