Navigating the complexities of financial and retirement planning can feel like an uphill battle for employees. However, with the right guidance and resources, employers and human resource professionals can equip staff with the tools they need to achieve financial wellness and a secure future. In this blog post, we will explore:  how providing a comprehensive retirement program can lay the groundwork for financial success;  why a comprehensive financial wellness program on top of a retirement plan is crucial;  how to implement a successful financial wellness program; and  a note on how supplemental benefits can be a game-changer for attracting and retaining talent.  Understanding the importance of a rich retirement program  A well-structured retirement plan provides employees with a sense of security and peace of mind. It is a strategic tool for employers to enhance employee satisfaction and loyalty.  Retirement planning is crucial for employees of all ages. While younger employees may

Curious about the future of healthcare costs? In the latest news brief , we reveal how the soaring popularity of weight loss drugs like Ozempic and Wegovy could impact your organization's budget by 2025. Discover key insights into rising pharmacy costs, employer strategies and what it means for your benefits plan.   [Download the report]   Quick summary  The report underscores the significant shift in pharmacy cost allocations as more individuals seek access to these medications. With the increasing acceptance of Ozempic and Wegovy as part of weight management strategies, organizations face new challenges in managing benefit costs.   By equipping yourself with these insights, you empower your organization to ascertain the most effective path forward amidst evolving healthcare landscapes. Prepare for the future by understanding present dynamics and reshaping your benefits strategy accordingly.   Contact us for additional information  If you have any questions, feel free to reach out

The October 2024 edition of our newsletter, Live Well, Work Well , focuses on:  Topic #1: What to know about this year’s flu season.  Topic #2: The power of breathwork.  Topic #3: Start planning now for a stress-free holiday season.  Bonus: A pumpkin chili recipe!   [Download the latest edition today]   Empower your team to live and work well every day!  Share the newsletter with your team  Encourage your team to thrive by sharing our Live Well, Work Well newsletter! Packed with valuable insights on health, wellness and work-life balance, this monthly publication is designed to help employees lead healthier, happier lives both inside and outside the workplace.    By sharing this resource, you can foster a positive work environment, promote well-being and demonstrate your commitment to employee wellness. Get caught up by reading our September 2024 edition on cholesterol, disaster preparedness and mental health — plus, there’s a rice bowl breakfast recipe.     Have questions? TruePlan c

As the labor market continues to slow, it’s anticipated that organizations will have difficulty attracting and retaining talent—leaving employers more eager than ever to tangibly incorporate successful talent strategies. Read the latest edition of the Attraction & Retention newsletter to get key employer takeaways on:  the slowing labor market;  using employee benefits as a workplace retention factor;  supporting working parents during the 2024-2025 school year; and   a Q4 2024 workplace outlook.  Get your labor market recap today. You can also review the Q3 2024 Attraction & Retention newsletter, which details employee retention statistics and best practices as well as how to attract millennial talent.  If you’d like more information regarding the newsletter and our services, contact our team of experts today ! We’re here to answer any questions surrounding your employee benefits and retirement plan efforts.   This is not intended to be exhaustive, nor should any discussi

Welcome to the October 2024 edition of Benefits Buzz! In this blog post, we dive into the latest topics related to the IRS and the Affordable Care Act (ACA). We also examine the Mental Health Parity and Addiction Equity Act (MHPAEA) final rule.  This month's highlights  Highlight #1: On Sept. 6, the IRS released the affordability percentage threshold for 2025 plan years under the Affordable Care Act’s (ACA) pay-or-play rules.  Highlight #2: On Sept. 9, DOL, Health and Human Services and the Treasury Departments released a final rule to strengthen the requirements of the Mental Health Parity and Addiction Equity Act (MHPAEA).  Download the full story  For an in-depth look at this month's highlights, download the PDF below.   [Download the full story]   Stay informed, stay empowered and make the most of your benefits with Benefits Buzz! Be sure to follow us on LinkedIn for monthly updates and never miss out on the latest in benefits news.   Have questions?  Feel free to contac

Fiduciary governance is a fundamental aspect of managing retirement plans and benefits. Understanding the intricacies of fiduciary duties is crucial for employers, plan sponsors and retirement plan advisors to ensure compliance and safeguard against potential liabilities.   In our recent webinar, Quick hits session: Fiduciary Governance, we equipped participants with essential knowledge and strategies to navigate the complexities of fiduciary responsibilities. To help you build on your learnings, we wrote this supplemental blog. Explore the key elements of fiduciary governance, including best practices, monitoring entities, establishing sound processes and avoiding common compliance pitfalls.  Fiduciary best practices  At its core, fiduciary duty involves acting in the best interest of plan participants and beneficiaries. This means making decisions with care, skill and diligence. Here are some best practices to help you fulfill your fiduciary responsibilities :  Education and training

The No Surprises Act, enacted as part of the Consolidated Appropriations Act , includes transparency provisions requiring group health plans to report information on prescription drugs and healthcare spending to the departments of Labor, Health and Human Services and the Treasury (“the departments”). This requirement applies to group health plans and health insurance issuers in the individual and group markets but does not apply to account-based plans and excepted benefits. This reporting process is referred to as the prescription drug data collection (or “RxDC report”). The first RxDC report was due Dec. 27, 2022 (covering data for 2020 and 2021); however, the departments provided a submission grace period through Jan. 31, 2023, for this first report. Subsequent RxDC reports are due by June each year covering data for the previous calendar year. According to interim final rules , employers may use issuers, third-party administrators, pharmacy benefit managers or other third parties t