As businesses become more interconnected, the risk of a third-party data breach at your organization becomes more imminent. It’s no longer enough to simply secure your organization’s network systems and data.
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Fall is in the air. Which means it’s open enrollment time! If your organization is one of the many heading into open enrollment, here are some common open enrollment questions, answered.
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The law creates potential exposures and legal implications for employers.
Will 2019 be the year of the cyber criminal? Read about this and other cybersecurity risks in the latest Threat Intelligence report.
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More employees are working
past age 65 instead of retiring, and many employers are wondering: Does the employee’s Medicare
eligibility affect the employer’s benefit programs? This eBook addresses the most
common questions we receive regarding issues such as eligibility, entitlement, health plan design and enrollment, employee education, and more. Register for our Nov. 7 webinar "How to explain the Medicare puzzle to your employees aged 65+ and still working" to learn how Medicare affects your organization, your employees and your benefit plans.
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As businesses become
more interconnected, the risk of a third-party data breach
at your organization becomes more imminent. It’s no
longer enough to simply secure your organization’s
network systems and data. Your risk management
program needs to look beyond the perimeter of your
organization to properly vet the third-party vendors who
have access to your networks and data. Fortunately, your
organization can take certain steps to minimize exposure,
reduce the likelihood of a third-party breach and mitigate
Being family friendly can do wonders for employee retention and recruiting, and few benefits can help employers build their reputation better than a paid family and medical leave program. Employers who don’t offer the right paid leave program are at risk of losing the war for talent.
High associate turnover is costly, distracting, and unproductive for law firms. To recruit and retain the right mid-level associates, partners, and other staff, law firms must provide short- and long-term incentives
that align with their culture and goals in order to
create a professional environment crucial to the success
of the firm's attorneys. Benefits and related services need
to mesh with the entire compensation structure for all
levels, from junior associate through full partner.
Assuming a significant portion of the assets that you have accumulated are in the form of a privately held business, planning is important, and so is timing Unfortunately, life doesn’t come with guarantees. That calls for contingency planning to make sure that you or your family receive a realistic value for the equity stake you have in your business in the event of the unexpected.
Frequency and severity of large claims are on the rise as the cost of medications and treatment continues to increase. Large claims are also more likely to be ongoing and have repeated high annual costs. These factors, combined with the elimination of lifetime claim maximums under the Affordable Care Act (ACA), have created disruption in the normally sleepy stop-loss world.
In this publication, we will first discuss the best practices for protecting your manufacturing plant and contents. Next, we will address the importance of protecting your income stream and paying for the extra expenses that accompany a property loss. Finally, we will address some of the less obvious property exposures that can damage your business.
Offering fringe benefits that are valuable to employees can improve job satisfaction, employee retention and recruiting. Fringe benefits can be both taxable and nontaxable. To avoid tax liability, inaccurate payroll records and peeved employees, it is vital employers know the differences between taxable and nontaxable fringe benefits as well as the compliance requirements for nontaxable fringe benefits. This eBook on nontaxable fringe benefits will discuss options offered outside of an employer's cafeteria plan, employee business expenses as well as reimbursable expenses (incurred by employees) and health and wellness benefits.
Updated - November 23, 2015: As employers look for more creative ways to reduce the cost of health coverage, deliver diverse options to employees and encourage employees to take a more active role in evaluating the cost of healthcare services, consumer-driven plan designs such as high deductible health plans with health savings accounts (HDHP-HAS) coverage will continue to trend upward. However, it is important for employers to understand the rules and restrictions governing these plan designs. This eBook will assist employers in ensuring they are administering their health savings accounts and other benefit plans in accordance with legal requirements.
As healthcare costs continue to rise, an increasing number of employers are considering the implementation of a spousal carve-out or spousal surcharge as a strategy to reduce costs.
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