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;More than 60% of companies are using performance thresholds as an entry point to incentive pay for new and existing account sellers, representing a 25-percentage point increase from 2020.

The Retire through Ownership Act (S. 2403), sponsored by Kansas’ Marshall and Virginia’s Caine, clarifies what is referred to as the “adequate consideration” standard for ESOP stock purchases under ERISA, providing a safe harbor for fiduciaries who rely “in good faith” on valuations prepared by independent experts in accordance with the Internal Revenue Service’s Revenue Ruling 59-60 .

;The final rules will become effective 60 days following publication of the adopting release in the Federal Register.

However, the percentage of organizations planning on offering pay increases this year (79%) is the lowest it’s been in years (another 14% said they are unsure, compared to only 3% that were unsure last year).

Access additional Workspan Daily articles from this series: Planning for Healthcare in Retirement: Why Employers Must Step Up ;Take 3 Actions to Help Workers Turn Savings into Retirement Income ;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income ;Financial Planning Tips Can Help Older Workers Budget for Retirement ; Phased Retirement and Bridge Employment: A Strategic Middle Ground Many employers and employees are rethinking the concept of a “hard stop” retirement.

., preeclampsia, gestational diabetes, hyperemesis gravidarum) 69% Being overweight or obese 60% Being older than 35 53% Being pregnant with twins or triplets 35% Using in-vitro fertilization (IVF) 18% Serving as a surrogate 9% Only 3.5% of employees correctly identified all of these as risks, and in fact, 6% of workers believed that none of those factors increased pregnancy risk.

Corporate aircraft use was the most expensive type of perk, with the median value for CEOs at approximately $132,000 (see Figure 3).

After a successful pilot launch, the company expanded the program from five sites to 60.

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Most large employers are requiring an ROI of at least 2:1 or 3:1 for each health management program offering.