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  2. Types of company health benefits to offer employees - AOL

    www.aol.com/types-company-health-benefits-offer...

    The top five standard types of benefits for employees are health insurance, paid time off (which includes vacation time, sick time, holiday pay, and more), retirement plans such as 401(k), dental ...

  3. Health maintenance organization - Wikipedia

    en.wikipedia.org/wiki/Health_maintenance...

    Employers with 25 or more employees were required to offer federally certified HMO options alongside indemnity upon request; This last provision, called the dual choice provision, was the most important, as it gave HMOs access to the critical employer-based market that had often been blocked in the past.

  4. Self-funded health care - Wikipedia

    en.wikipedia.org/wiki/Self-funded_health_care

    The Affordable Care Act has had huge ramifications on self-funded health plans; market reforms have invalidated many plan designs that were previously used, and now that employees are required to have health insurance and many employers are required to offer health benefits as well, [3] the self-funded industry has enlarged.

  5. From PPO to HMO, what's the difference between the 5 most ...

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    Companies that have 50 or more full-time employees are required to offer employer-sponsored insurance. The window to purchase a plan for their staff lasts only two weeks. The window to purchase a ...

  6. Employee compensation in the United States - Wikipedia

    en.wikipedia.org/wiki/Employee_compensation_in...

    American corporations often offer cafeteria plans to their employees. These plans would offer a menu and level of benefits for employees to choose from. In most instances, these plans are funded by both the employees and by the employer(s). The portion paid by the employees is deducted from their gross pay before federal and state taxes are ...

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  8. Workplace wellness - Wikipedia

    en.wikipedia.org/wiki/Workplace_wellness

    Companies most commonly subsidize workplace wellness programs in the hope they will reduce costs on employee health benefits like health insurance in the long run. [2] Existing research has failed to establish a clinically significant difference in health outcomes, proof of a return on investment, or demonstration of causal effects of ...

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