Articles - Grid

Accreditation can be advantageous for apprenticeship programs when applying for funding and recruiting apprentices. ERISA training trust funds should make sure to weigh the benefits against the challenges when deciding whether to pursue accreditation.

The economic costs of women in menopause include an estimated $1.8 billion in lost time at work annually. Employers that offer benefits to address the health and wellness issues related to menopause may minimize these costs while improving women’s health and demonstrating a culture of caring.

Effective weight-loss medicines— referred to as GLP-1s—represent a huge clinical advance, but health plan sponsors find them hard to afford. Learn what strategies health plans are using to meet the demand for these drugs while mitigating the high price tag.

The four-day workweek has captured the attention of organizations and benefit plan sponsors looking to attract and retain talent, improve health and productivity, and reduce energy consumption. The authors examine recent studies and legal considerations weighing the potential for greater work-life balance as well as the challenges of adopting this new business model.

Navigating the complexity of financial planning for retirement poses a significant challenge for plan members. The authors examine plan sponsors’ and organizations’ opportunities to assist their members on this intricate journey.

The transition to a global low-carbon energy system introduces risks and factors that plan sponsors and trustees need to incorporate into their risk management frameworks. The author underscores the significance of being proactive and well-informed in governance to effectively navigate the challenges and opportunities linked to climate change.

Health plan sponsors have a duty to ensure that their PBM contracts are fair and competitive. Asking the right questions during the RFP process can help guarantee more predictable and favorable prescription drug pricing.

The success of global financial wellness programs relies on them being culturally relevant and properly communicated. Fortunately, some basic tenets of financial wellness are applicable globally and can be adapted for specific locations.

Viewing retirement savings as a long and demanding hike may help defined contribution (DC) plan participants better comprehend key financial concepts and get started on the right path.

Artificial intelligence (AI) tools can help employers and benefit plan sponsors enhance efficiency and effectiveness, but these tools should be used with caution. This article reviews AI fundamentals, presents potential use cases, highlights illustrative tools and suggests governance considerations.

As the persistence of cyber threats grows, organizations and their employee benefit plans are attractive targets. The author discusses proactive measures that plan sponsors and trustees can implement to support an effective cybersecurity program.

The traditional practice of appointing trustees for pension and health plans has faced challenges, with a shortage of volunteers and a need for specialized skills. As a result, there is a growing trend of employing professional trustees. The authors investigate who may be independent experts appointed by plan settlors or individuals chosen by sponsoring parties and their role.

Plan sponsor pharmacies seek to optimize health benefits management by aligning various elements and enhancing transparency as well as focusing on efficient, outcome-driven health care spending. The author explores the evolving model, outlining the risks and management responsibilities plan sponsors face.

Multiemployer employee benefit plans have a long history of using reciprocity agreements to provide benefits to mobile workers. How can plans avoid legal trouble with these arrangements?

ERISA sets out disclosure requirements for employee benefit plan fiduciaries, but multiple court decisions demonstrate that fiduciaries may need to go above and beyond those requirements when providing notices and benefits information to plan participants.

What lessons can plans that received Special Financial Assistance (SFA) learn from their experience to avoid future funding challenges? The author suggests that improved risk assessment and actuarial reporting as well as investing in a cash flow matching bond portfolio may help plans remain solvent indefinitely.

Substance use disorders (SUDs) cost employers an average of $81 billion annually. Creating a recovery-ready workplace can help break down the barriers that prevent employees with SUDs from seeking help.