Skip to main content

Benefits Breakdown - June 2022

Effective Benefit Plan Communication

How employers communicate benefits information to employees has a tremendous impact on how well employees understand, utilize and perceive the programs. Managers and supervisors are usually in the best position to share important benefits information with employees. As an employee’s primary point of contact, managers and supervisors also tend to be more approachable with questions. Opportunities to ask questions, express dissatisfaction and discuss problems regarding benefits information with supervisors and managers should be encouraged.

However, communicating inaccurate information to employees is always a major concern when using managers and supervisors to relay benefits information. Keep in mind that misinformation causes an employee relations problem and has the possibility of leading to litigation as well. Consider these tips to avoid miscommunication:

  • Provide managers and supervisors with specialized training to discuss benefits information.
  • Remind those who may be asked questions regarding benefits, such as supervisors and managers, to review their plan documents carefully and refer questions to the HR department.
  • Whether formal or informal, do not make promises regarding any aspect of the benefits plan the company will not be able to keep.
  • State in the plan documents that plan amendments are to be made only in writing and approved by the corporate representative or plan administrator, if applicable.

Keep in mind that even if written material about benefits information is not an official plan document, informal written promises can still prevail in court. Therefore, make sure even informal written communications about the plan is consistent with the official documents before distribution.

Wearable Technology and the Workforce

According to Pew Research Center data, nearly 1 in 5 Americans (21%) regularly wear a smartwatch or fitness tracker. In fact, wearable technology—any device that’s kept on someone’s person, connects to the internet and logs activity—has grown so commonplace that employers are leveraging it among their workforces. Essentially, employers are looking into how they might be able to track worker productivity, identify potential efficiencies and otherwise take advantage of this burgeoning technology.

Wearable technology has been particularly prevalent among manufacturing and warehousing employers. Through technology, some employers monitor how employees physically move as a way to identify and prevent ergonomic issues. Others use devices to help employees track their work schedules, communicate with co-workers and find products located in a store or warehouse. Lastly, wearable technology has also seen adoption in workplace wellness plans. Some employers provide fitness trackers to employees to incentivize healthier habits.

Wearable technology presents an exciting opportunity for workplaces. Individual employers will need to examine available wearable technology and choose solutions that will be most impactful to their organizations.

The information in this newsletter is intended for informational use only and should not be construed as professional advice. © 2022 Zywave, Inc. All rights reserved.

Popular posts from this blog

COVID-19: Retirement and Benefit Plan Resources

As the COVID-19 crisis continues to unfold, we are closely monitoring news and updates from top sources. We’ll be updating this section as new developments unfold. Here are several key articles and links to help plan sponsors and administrators navigate the COVID-19 impact to retirement and benefit plans: Retirement Plans 4 Key CARES Act Provisions for Retirement Plan Sponsors Markets React to Coronavirus   Important Considerations for Retirement Plan Sponsors during the Coronavirus Pandemic In Fed We Trust Participant Education Services: Timely Help from a Safe Distance CRDs 100% Taxable for New York State and Local Income Tax Purposes in 2020 IRS Permits Remote Notarization of Participant Elections   Employee Benefits CARES Act Expands Health Coverage Rules Understanding the Historic $2 Trillion Stimulus Package Employee Compensation and Benefits During Closures and Furloughs DOL Clarifies Exemptions to Coronavirus Paid Leave Laws Small Business Exemption to

SECURE 2.0 Discussion Series: Session One

SECURE 2.0 provisions: What we know and what’s still up in the air The SECURE 2.0 Act, signed into law in late December 2022, has factored heavily in retirement industry discourse since the final legislation was published. As with any legislation of this depth and breadth, there’s a lot to digest and the industry takes time to adjust. Our team of experienced advisors recently met to discuss some of the more nuanced provisions of the legislation, such as changes to Roth contributions, and what they could mean for plan sponsors. Panel participants included the following HBS team members: Noah Buck, Christina Bauer-Dobias, Sean Bayne, Vincent Bocchinfuso and Kathleen Coonan. Highlights of our panel’s conversation below should serve to help guide plan sponsor thinking. On Roth employer contributions NB – In addition to deferring pre-tax or Roth, plan sponsors can now allow employer contributions to be classified as Roth, is that right? VB – Correct. This is immediately available to plan s

HANYS Benefit Services names Noah Buck president

Buck brings 20 years of retirement and benefits industry experience to leadership role of boutique advisory agency  Rensselaer, NY July 14, 2022— HANYS Benefit Services announced today Noah Buck has been appointed president. Buck steps into the advisory agency’s leadership role at a time when organizations are seeking expert retirement and employee benefits guidance for fiduciary governance and employee engagement. With HBS since 2019, Buck had most recently served as interim president and was previously vice president of client relationship management. Before joining HBS, Buck was a principal in Milliman’s employee benefits practice. He earned a Bachelor of Science in management science and information systems from Penn State University and a Master of Business Administration from SUNY Albany. "I’m honored to be leading a team that is passionate about making sure our clients are meeting their organization’s and employees’ needs,” said Buck. “A focused approach to retirement and