Consumer-driven health plans offer companies the promise of dramatic savings on insurance costs, but only if enrollment grows. Otherwise, they could remain a niche product

The subprime mortgage meltdown could make it harder for risk managers to purchase D&O policies, even after a downward trend in prices

While few would argue with employers’ desires to contain healthcare costs and get the greatest value for their dollars, just how to achieve those results is a matter of debate.

After years on the endangered species list, defined benefit (DB) plans have halted what many considered their slide toward extinction, according to two new surveys by benefits consultant Watson Wyatt Worldwide.

When it comes to wellness programs, money talks. And now that the the rules governing cash incentives have been clarified, a growing number of companies are making offers few employees can refuse

Consulting group Financial Insights predicts that 2007 will be the year health savings accounts (HSAs) take off.

While companies have been busy closing, freezing or even terminating defined benefit (DB) plans for employees, there is one group that still seems to have a guaranteed retirement package awaiting them: CEOs at Standard & Poor’s 500 companies.

Employers appear to be getting serious about embracing health management initiatives that improve employee health

Health savings accounts have been touted as the future of healthcare. But now Steve Case’s ConnectYourCare, in partnership with banks, is working to make employees see that as a good thing

There has been considerable hand wringing over the fate of defined benefit plans. But, thanks to a combination of economic and legislative factors, DB plans have a new lease on life for once-skeptical companies

Gov. Schwarzenegger's plan calling for universal healthcare coverage in california is bold in scope and detail—and along with activity in other states, could elevate the debate to the national stage

No one loves having to wade through healthcare plan options, but with online tools by Asparity, employees can find the plan that best suits them and employers receive data that can improve their policies

DB Plans are hard enough to manage in one country, but as companies go global and are entrusted with plans under different regulatory and tax systems, they must come up with new economies of scale

The pension protection Act may have helped defined contribution plans more than defined benefit by giving a thumbs-up to automatic enrollment—an easy, but valuable, enhancement to a 401(k) plan

Faced with the increased longevity of employees, plan sponsors start to toy with annuities as a way to ensure that savings last through retirement

Plan sponsors attempt to turn worker inertia into a plus by making employees opt out of automatic signup for defined contribution plans

Lucent wins overall excellence in Treasury & Risk Management's 9th annual Alexander Hamilton Award in treasury

No choice? Bush and Kerry propose radically different solutions