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Most plan sponsors are monitoring regulatory changes, properly managing plan operations and have appropriate fund and investments offerings, but even with diligent effort, mistakes will happen.

The vital thing to do when a mistake happens is to first correct it and alert relevant employees and officials, and then to learn from it.

It should be the responsibility of the well-informed, proactive counsel to keep the business client updated on any changes in the law.

A cautionary tale for businesses to avoid falling back on stereotypes when recruiting employees: Employers are paying big bucks in response to gender stereotype lawsuits from the federal agency.

The article argues that, given the federal government's endorsement of RBP and its proven efficacy in reducing employer costs and expanding participant options, it is now virtually impossible for a plan fiduciary to lawfully discharge their duties in accordance with ERISA without at least considering the implementation of RBP.

Oil and gas company field technicians, who worked 84 hours a week or more, were considered exempt from the federal law addressing overtime pay because they were primarily administrative employees.

Our readers share what type of approaches and strategies are making a difference when it comes to when it comes to speaking out about problems in health care and benefits, as well as the challenges of this public approach.

The CAA will soon begin holding employers accountable for upholding their fiduciary responsibility and exploring insurance options that lower the cost of employee health care.