Weighing the pros and cons of defined-contribution plans

07/2/2013 | Human Resource Executive

Before moving employee benefits to a defined-contribution plan, employers must consider certain factors, such as employee preferences and satisfaction, group purchasing efficiencies, employees' health literacy and health care quality, according to an Employee Benefits Research Institute brief. Switching to a defined-contribution plan through a private exchange may offer advantages such as expanded benefit offerings and an efficient administrative platform, but too many choices may confuse employees, Bloom Health's John Vlajkovic says.

View Full Article in:

Human Resource Executive

Published in Brief:

SmartBrief Job Listings for Health Care

Job Title Company Location
Senior Director Medical Affairs
Edwards Lifesciences
Irvine, CA
Senior Scientist - Cell Engineering Group
Pfizer
San Francisco, CA
Medical Director - Physician
Willamette Valley Community Health
Salem, OR
Area Reimbursement Manager (CT, MA, MD, ME, NH, NJ, NY, PA, VT)
SI-BONE, INC
Multiple Locations, SL_Multiple Locations
Medical Director - Physician
Willamette Valley Community Health
Salem, OR