Erring on the high side when choosing a 401(k) savings default-contribution rate won’t likely discourage employees from participating in the plan, new research suggests. Plan sponsors’ experiences back up this finding. Setting default rates between 7 percent and 10 percent did not result in lower enrollment when compared to a 6 percent control rate.Tags: Benefits Compensation Equal Pay Pay
Janet L. Heins|News, Relationship Management, Salary Surveys, Benefits, Compensation, Equal Pay, Pay
A December forecast reveals that, adjusted for inflation, employees in North America and around the world are expected to...
Janet L. Heins|Health Care Costs, News, Relationship Management, Benefits, Compensation, Equal Pay, Pay
More employers are considering health plan premium tiers that base employees’ contributions for health coverage on their pay level....
Janet L. Heins|Health Care Benefits, News, Relationship Management, Risk Management, Benefits, Compensation, Equal Pay, Pay
Self-insured health plan sponsors shouldn’t be intimidated when an out-of-network health care provider sends a demand letter threatening action...
Janet L. Heins|Benefits Communication, Communication, News, Prescription Drug Plans, Reporting and Disclosure, Benefits, Compensation, Equal Pay, Pay
Each year, employers that provide prescription drug coverage to Medicare-eligible workers, dependents or retirees must disclose to the Centers...
Janet L. Heins|Consultation, News, Prescription Drug Plans, Vendor Management, Benefits, Compensation, Equal Pay, Pay
The announcement that retail pharmacy giant CVS Health Corp. is seeking to purchase one of the nation’s largest health...
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