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LEARN: Strategic Communication in Total Rewards Reinventing the Benefits Experience Upon arriving at Ipsen, Leo and her two compensation and benefits team members spent much time replying to employee questions about where and how to find contact information for benefits vendors, as well as the types of benefits offered.

The upside is that once you learn how to wrangle survey versions or build structures in one system, those muscles transfer to almost any other vendor.

The logic behind AI systems is proprietary to the vendor and not usually shared with customers.

Where Culture Lives or Dies Gallagher’s most recent polling found 59% of organizations report a shortage of effective leaders, and early talent is showing growing reluctance to pursue leadership tracks at all, citing concern about negative impacts on work-life balance.

Check with vendors about certain process requirements, such as if payroll systems will flag phase-out thresholds automatically or if employees will be required to self-attest, she added.

To balance these needs, employers can explore plan design, vendor relations and employee perceptions.

While we don’t expect the SEC to come down harshly on companies in the first year, it is possible that we will see expanded Compliance & Disclosure Interpretations (C&DIs) to address areas of continuing ambiguity as the commission looks ahead to 2024 and beyond.

Start Early It is important that employees already have a full understanding of the available benefits package, said Di Holman, chief people officer at Virgin Pulse, especially if new programs have been added or changes have been made.

It may include incorrect information about the specialties available through an office, outdated office locations or contact details, providers that are not accepting new patients or who do not actually take the plan’s insurance — or even providers who have retired or died.

.;; Access a bonus Workspan Daily Plus+ article on this subject: ;You Can Validate Wellness Vendor ROI, if You Know What to Ask For; The research called out the potential positive outcomes for employees who participate in employer-sponsored behavioral health programs: ;63% of workers in the study achieved reliable improvement in depression.; ;73% achieved reliable improvement in anxiety .; “The clinical outcomes for depression and anxiety are not small or incremental changes,” said Jennifer Birdsall, ComPsych’s chief clinical officer.