Only 40 percent of human resource decision makers from large organizations are confident that they have a solid understanding of the requirements they will face under the Patient Protection and Affordable Care Act (PPACA).

A medical expense benefit plan (MERP) could prove beneficial to employers and workers, as both parties can take advantage of tax incentives provided under Section 105 of the Internal Revenue Code.

With employee benefit consultants, human resource personnel can implement simple, cost-effective solutions to suit a company’s needs.

More than 40 percent of employed fathers who had a child in the past three years did not take any paternity leave, according to a recent survey.

Employee self-service is a great tool that provides workers with access to information about personalized human resource, payroll and benefit information. While this option provides value to many businesses, teaching employees how to use this type of system may require extensive effort.

Financial benefit plans such as health savings accounts and defined contribution retirement plans are more important now than they were five years ago, most employers believe.

Human resource managers might be required to send hundreds or thousands of benefit plan election confirmation letters, depending on the size of their companies.

Employees value flexible work schedules and the ability to leave early on Fridays above other benefits during the summer months, according to a report.

Employee engagement at the workplace has improved after years of decline, according to a recent study.

The Patient Protection and Affordable Care Act will be particularly beneficial for women and families, according to Secretary of Health and Human Services Kathleen Sebelius.