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Increased Vendor Accountability and Coordination Employers are also holding benefit vendors’ feet to the fire when it comes to existing contracts and, at times, cutting ties with partners that aren’t delivering the performance guarantees or outcomes that were promised.

According to Kelsay, this may include: ;Rigorously evaluating benefit offerings, vendor performance and patient outcomes;; ;Exploring nontraditional health plan and pharmacy benefit manager (PBM) models; and,; ;Urging workforces to use health plan resources and navigation tools to find high-value care, use primary care, and get recommended screenings and immunizations

According to the National Association of Corporate Directors’ 2023-2024 Director Compensation Report, median pay for directors rose 4% in 2023, up from the previous year’s increase of 2%.

Women doctors earn an estimated $2 million less than men over the course of their careers.

“W-2 changes, income thresholds and potential Medicaid tracking rules will put pressure on HRIS, payroll and benefit eligibility systems,” said Marta Turba, the vice president of content strategy at WorldatWork.

After lowering its pay increase demand to 36% from 40% days earlier, the United Auto Workers staged a walkout Friday a.m. after failing to reach an new labor agreemente with Detroit automakers, the New York Times reports .

At a high level, a robust channel strategy likely requires: Alignment of channel needs and requirements with the internal GTM strategy, not after the fact;Awareness of channel capabilities and/or limitations to the GTM strategy;Determination of accountability for the partner program within the vendor organization and ensuring it is at the right level of authority;Direct and indirect channel motion execution to avoid silos or conflict; 2) How will you define partner coverage strategies through customer segmentation?

;Virginia House Bill 2094 , introduced on Feb. 2, has similar text as the Colorado AI Act.

Employers can consider approaches such as concierge-type vendor solutions and lifestyle spending accounts, WTW’s Bade said.

To address these differences, employers are demanding diverse, culturally responsive provider networks and “white glove” treatment from employee assistance programs (EAPs) and other vendors to match employees with the right type of care.