Current and Past Articles

Prefer to listen instead of read? No problem! Listen to the blog post at any time by clicking here.   Employee wellness is not what it used to be, and that’s a good thing. Gone are the days of traditional approaches like gym memberships and nutrition workshops. Today’s workplace wellness programs are as diverse as the workforce itself, spanning the spectrum from physical to emotional and social wellbeing. Many employees, especially those who are now hybrid or online, see wellness programs as a way for organizations to listen to their needs as individuals. They now include aspects of mental and emotional wellbeing, social interaction, and financial health, reflecting an understanding that wellbeing is complex. With a focus on individual cultures and personal needs, these programs cater to employees’ unique work-life balance requirements.

Prefer to listen instead of read? No problem! Listen to the blog post at any time by clicking here.   As a leader or business owner, you may find yourself wondering how you’ll juggle it all in your work and personal life. You know you need to focus on both, but it may be tough to know where to begin.   It doesn’t have to be an either/or situation; you can choose both.

  Join Q4intelligence and Marissa Rufo of MZQ Consulting for a compliance webinar. When: Wednesday, March 20th, 2024, 11:00 AM Pacific / 2:00 PM Eastern Where: Zoom | Register here   I’m a Health Plan Fiduciary . . . Now What? Learn how to answer that question so you don’t…

In today’s fast-paced work environment, the core values of collaboration, psychological safety, and professional growth are more than buzzwords—they’re the bedrock of a company culture that drives employee retention, engagement, and satisfaction. When people feel valued, understood, and part of a team, they’re more likely to stay, thrive, and contribute to their fullest potential.  However, industry jargon is a subtle yet pervasive barrier that can undermine these values. At first glance, industry-specific terms and acronyms might seem like harmless shorthand, a way for professionals to communicate complex ideas quickly and efficiently. But look closer, and it becomes evident that jargon can be a gatekeeping mechanism, sidelining those who aren’t “in the know” and creating an unintended hierarchy of understanding. It affects everyone who might not be familiar with the latest lingo, whether they’re newcomers, transitioning from other fields, your prospects, or your clients.

We all know that keeping data secure is important. To be careless is to put all your sensitive company and personal information up for grabs, making your business vulnerable to data breaches and putting you and your employees at risk for identity theft. And yet, when it comes to data security, a relaxed approach to data security is all too common. How relaxed? Here’s a snapshot of notable data breaches in 2023: The social media site Reddit was the victim of an intricate phishing attack. The campaign targeted Reddit employees with emails pointing employees to a website that cloned their intranet gateway in attempts to steal credentials and two-factor authentication tokens. Potential American and Southwest Airlines candidates had their data stolen after a data breach at the airlines’ recruitment software company. Hackers gained the names, social security numbers, passport numbers, dates of birth, and driver’s license numbers of those who applied for airline jobs.

  An event occurred that many members of the compliance and benefits world have been waiting for: A major corporation, Johnson and Johnson (J&J), had a complaint filed against them. The fact that a complaint was filed against such a large organization is not unusual. What was startling was that the complaint was not filed against J&J in their role as a manufacturer; instead, it was filed against them as a purchaser of prescription drugs for their workforce. More startling (and a HUGE wake-up call to the benefits community), the complaint wasn’t just against J&J—it was filed against individual employees of J&J, including its Executive Vice President and Chief Human Resources Officer, two Vice Presidents of Human Resources, and TWENTY individual members of the Pension and Benefits Committee, all of whom were fiduciaries to the health plan.