How to engage employees with mindful wellness
Benefits Canada’s 2014 Healthy Outcomes Conference explored the return on investment in health and wellness programs—and how to create change for the better
- September 1, 2014 September 13, 2019
- 07:00
Benefits Canada’s 2014 Healthy Outcomes Conference explored the return on investment in health and wellness programs—and how to create change for the better
In the aerospace and defence business, the pension culture is very strong. At AgustaWestland—the Anglo-Italian helicopter company owned by Italy’s Finmeccanica—pensions are seen as a key employee benefit, since many employees stay with the company for most of their working life.
There was a time when many workers didn’t have to worry about saving money for retirement. After all, that’s what their DB pension plan was for. Then the pendulum shifted and companies began switching to DC plans, putting more of the responsibility on employees to make investment decisions for their retirement savings.
The Saskatchewan Pension Plan (SPP) has been called “Canada’s best-kept secret” and a “made-in-Saskatchewan success story,” with the potential to do for pension reform what medicare did for healthcare in the country. SPP general manager Katherine Strutt refers to it as “an overnight sensation that only took 28 years.”
United Technologies Corp. (UTC) knows a thing or two about building features into its products to make them last. So it’s not surprising that the company behind Pratt & Whitney jet engines and Otis elevators became one of the first major U.S. employers to incorporate a lifetime income feature into its 401(k) retirement plan.