Data shows how big a role college plays in financial wellness, both for today’s parents trying to survive without resorting to a diet of macaroni and cheese, and tomorrow’s graduates doing the same while saddled with large amounts of debt. And that compromised financial wellness has known costs for employers.
Until recently, most of the hand-wringing on student loans has focused on how to help people avoid amassing so much debt in the first place. But more and more companies have started asking the question from the other side of the equation: “How can we help people with the student debt they already have?”
Having debt is not fun; what’s even worse: not knowing how to pay it back. The little-discussed undercurrent of the student debt crisis is that it’s not a money problem (or not just a money problem); it’s an education problem.
The stress of paying for college weighs heavily on parents’ minds – so much so that it’s taking away from their focus at work.
Providing employees with opportunities to deal with physical, mental, financial, and family aspects of their lives, through work-related programs and resources, can help improve overall employee wellbeing. Take a look at four ingredients for a beneficial wellbeing program and learn how to get started.
What’s the cost of college debt? The new EdAssist® Student Loan Debt Survey, conducted by Kelton Global, shows the real toll goes well beyond dollars and cents.
As we finish up the second quarter of 2016, two events – Human Resource Executive’s Health & Benefits Leadership Conference and Solutions at Work LIVE — got HR leaders from across the country talking about these trends in human resources.
We need people with the brain capacity and desire to generate brainstorms without being hamstrung by choices they made as adolescents. “Few emerging adults willing to take a chance on their business idea,” wrote the New York Times, “makes it harder for everyone else to get a job.”
To make the most of those painstakingly assembled benefits packages, employees have to use them. But many – particularly Millennials — are falling behind. A survey from Collective Health of San Mateo, CA found that 72% of 18- to34-year olds are often confused about the benefit options they have.
Company culture; student loan assistance; marketing your benefits; the gender pay gap. Here’s what HR people were talking about in March.