Employers' views of wellness have evolved over the last few years.
General Motors of Canada will pay $9 million to nearly 3,300 salaried and executive retirees to settle a lawsuit, according to the Toronto Star.
An improving American economy and stable financial markets have given financial executives confidence to explore a range of options to help their companies better manage the costs and risks of their healthcare, pension and other benefits programs, according to a report.
An increasing number of workers are considering the availability of a company stock plan when evaluating a new job opportunity, according to research conducted by Fidelity Investments.
Seven out of 10 global or regional benefits managers at multinational companies have limited or no access to timely financial information related to current employee benefit spending, according to Towers Watson’s 2014 Current and Emerging Global Benefit Themes research.
Starbucks is offering to pay post-secondary tuition for its American employees.
Employees are increasingly viewing voluntary benefits as an important component of their overall benefits package.
When most people talk about defined contribution in a benefits context they think of either a healthcare spending account or a flexible benefits plan that permits the allocation of flex credits to fund various employee-selected benefits. Both represent a form of defined contribution—repositioning the benefit promise as a dollar amount versus a promise of specific benefits the cost of which is variable.
An American insurer is offering the option of adding a teeth whitening benefit to dental insurance policies as an additional cost option to employers.
While more than ever Canadian companies realize that a healthy workforce is more productive, there’s often a discrepancy between what employees expect from their health benefits and what these benefits actually offer. Different generations also have different expectations about their benefits.