Middle-class families - those with incomes of between roughly $50,000 and $100,000 per year - are becoming increasingly reliant on workplace benefits in case of a disability or critical illness.

Simple health insurance is insufficient to carry the load. The loss of a breadwinner's or caregiver's financial contribution through death or disability is often devastating.
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New federal overtime regulations have been introduced for non-exempt workers after years of wrangling over the issue.

Under the new rule, employers will be required to pay overtime to certain salaried workers who make less than to $684 per week - or $35,568 per year - up from the current threshold of $455, or $23,660 in annual salary.
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A record $10.3 billion in claims was paid last year by the nation's long-term care insurance companies, according to the American Association for Long-Term Care Insurance study. This figure represents the highest amount of such benefit payments to Americans for a one-year period ever, and they were paid to more than 300,000 individuals.
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Many people think life insurance is only for the young. That life insurance is a tool best used by newlyweds with mortgages, parents of young children, and spouses who are both employed. 

But what does that mean for seniors? Does that mean retirees do not need life insurance? The answer to that question depends on your family's needs as well as your financial picture upon retirement.
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There are typically two approaches to securing health coverage for your staff - group health insurance or self-funding.

Self-funding, however, can be costly and risky for some employers and is usually only done by larger organizations with thousands of employees. However, there is a hybrid model that can help small and mid-sized employers provide their staff with affordable health coverage: partial self-insuring.
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Combined with rising tuition costs, more people are attending college than ever before. That education, though, has come at a high price. Nationally, outstanding student loan debt totals $1.52 trillion.

While individuals appreciate, and have come to expect, traditional benefits like health insurance and paid time off, many new graduates are looking for companies that offer non-traditional benefits like student loan repayment assistance. 
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Choosing the right dental benefits plan for your employees is always filled with compromises and difficult decisions, no matter if this is the first time you offer a dental plan at your company, or you are just revising the benefits currently provided.
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As technology has developed, so has people’s ability to overcome the traditional communication barriers of time and distance. Using telecommunication to bridge the gap of time, distance, and affordability is a step forward in the health care industry, reaching patients in need of medical attention.
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Both employers and employees both have much to gain from a successful voluntary benefits program. 
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Research consistently points to time away from work as improving productivity, lowering stress, and reducing absenteeism.