Employees want dental benefits. Savvy employers know this. That is why dental benefits are and will continue to be one of the most popular benefits in an employer’s compensation package, according to the 2011 Group Purchaser Behavior Study, published by the National Association of Dental Plans (NADP).  

Those at Highest Risk Missing Preventive Care Opportunity; Study Uncovers Opportunities to Improve Overall Employee Education Efforts  

Awards Ceremony at Transitions Academy Recognizes Broker’s Efforts to Communicate the Value of Vision Benefits to HR Customers and Employees  

At annual Transitions Academy 2012, the Event Spotlights Need to Educate Aging, Active Employees About Importance of Vision Care and Vision Wear  

In 1999, Human Resources worked hard defining their HMO plans, Bill Clinton fought impeachment proceedings and the economy had buzzed along at an unprecedented growth rate for more than 30 years.  

Critical illness insurance plans, which debuted in the United States in the late 1990s, have undergone a number of enhancements in its short history.  

As employers face cost challenges as a result of a tough economy where every dollar counts and the volatility of health care reform, increasing numbers are offering voluntary supplemental employee benefits to enhance their health insurance benefits program.  

CDHC Solutions, the sister website to www.employersweb.com and the collective voice of innovative health and benefit management announces the launch of The Institute for HealthCare Consumerism at FORUM West on Sept. 15 in Denver.  

A national awareness campaign launched by the American Association for Long-Term Care Insurance will target individuals eligible for long-term care insurance benefits available through their employer or trade associations.  

Unum is pleased to announced that it will soon offer dental benefits, thanks to a partnership with United Concordia  

Unum report says two-thirds of working Americans lack access to this important financial safety net  

I’m pleased to announce that ING’s voluntary benefits app is now available on the Benefitfocus Platform. The ING Benefits App integrates core and voluntary benefits enrollment for Benefitfocus employers who elect to offer ING products, giving employees one online portal to enroll in and manage all of their benefits. ING offers 12 types of voluntary benefits on the Platform, including universal life, disability, critical illness and accident insurance.  

The prevalence and treatment costs of diseases such as—cancer, heart disease and diabetes—continue to climb while simultaneously, many employers need to continue trimming administrative expenses in this still-difficult economy.  

Integrated wellness discount products mitigate the growing burden of health care for corporations and individuals.  

Our feelings aren’t hurt. We know most employees don’t understand voluntary insurance, and there are even a healthy number of HR decision-makers who struggle with the ins and outs of supplemental policies  

If you’re an employer who has taken the time to implement a quality vision care plan for your workforce, take a moment to pat yourself on the back.  

(Malpractice Insurance Reimbursement Rider for Long-Term Disability Customers). The Employee Benefits Group division of the U.S. business group of Sun Life Financial, Inc. today announced the launch of a Malpractice Insurance Reimbursement rider—a first in the employee benefits industry. The optional rider offers Physician Group Long-Term Disability customers reimbursement of their malpractice insurance premium payments while they are out of work on long-term disability.  

Reliance Standard Life Insurance Company, a leading group insurance carrier specializing in flexible employee benefits, recently announced the launch of two new lines of group coverage to help employees safeguard their financial security in the face of unplanned illness and accident.  

Employee paid insurance benefits need to be considered in the overall planning for benefit offerings, as many employers have allowed voluntary insurance benefits to be enrolled without scrutinizing the purchases of their employees.  

How can we maintain the cost of benefits and still provide employees with an added value over their existing salary and compensation plans?