For the majority of American businesses offering benefits today, health savings accounts (HSAs) are an essential element of a comprehensive health care benefits package.

It's not only offering beneficial accounts but also educating employees based on their needs at open enrollment that will help them stay engaged in their benefits and in your company.

Employer contributions to RRAs that follow IRS rules are 100% tax deductible to the employer and tax-free to the retiree.

It's a great time to look at what we're spending — and saving. And health care takes the lead for costs in retirement.

I'd like to share ways health savings accounts (HSAs) can cover costs of living with a disability - now and in retirement - and ask employers to consider how we're supporting our employees who are disabled and those employees who are supporting or caring for a family member who is disabled.

5 key takeaways for designing benefits that engage your employees in their health and wealth

An HSA-centric plan can be a powerful option to support employees faced with a serious affliction such as a cancer diagnosis.

Employers should consider three key elements when evaluating their benefits offerings.