The growing value of benefits
When employee engagement in health succeeds—whether through social media or integrated programs—the outcomes are invaluable for both employers and employees.
- July 26, 2012 September 13, 2019
- 10:18
When employee engagement in health succeeds—whether through social media or integrated programs—the outcomes are invaluable for both employers and employees.
Perhaps not surprisingly, cost is the main driver for senior decision-makers when it comes to their pension and benefits plans.
With the aging population and increase in chronic disease—coupled with the rise in pharmaceutical costs and growing mental health concerns—it’s more crucial than ever to get employees engaged in their own health.
When Katherine Sheehan, assistant vice-president, HR, with Dalhousie University, started at the institution, she found there were a number of wellness initiatives across campus.
As Benefits Canada celebrates its 35th anniversary, we took the opportunity to go back to the source to explore why employers offer employee benefits programs in the first place.
People don’t consciously control a lot of their behaviour. For plan sponsors, this is frustrating, because getting employees engaged in benefits and retirement plans is all about behaviour change.
When organizations focus on supporting their employees to be healthier, the health of the business improves, too. At Benefits Canada’s 2012 Healthy Outcomes Conference in Kelowna, B.C., 65 delegates from leading organizations dedicated to workplace wellness came together to share their challenges and successes.
The reality that Canadians are not saving enough for retirement has sparked the idea of reforming the pension system. Speakers at the 2012 DC Plan Summit discussed the recently proposed pooled registered pension plan (PRPP), changing the lifetime contribution limit and the need for increased financial literacy as strategies to encourage people to be better prepared for their post-work years.
Many plan members are eager and excited to retire, but they may not have a personal retirement plan. Three speakers at the 2012 DC Plan Summit explored what it takes to get members engaged in retirement planning and what opportunities exist for plan sponsors to help them.
More important today than ever before is having a retirement savings portfolio that’s balanced between capital preservation and capital accumulation. To help members achieve this, plan sponsors need to consider TDFs, a relatively underappreciated asset class.