by David Aronson | Sep 20, 2017 | Insights, Press Room
I recently had the honor of leading a session at the EBN Benefits Forum & Expo along with Nicole Skaluba, head of People at Rise Interactive. Our presentation covered: America’s student debt challenge and why companies are choosing to offer Student Loan...
by David Aronson | Jun 5, 2017 | Insights
For most employers, there is no need to implement a holding period. Student Loan Assistance is a strong recruiting tool and the impact is maximized if newly hired employees start receiving employer contributions from day one. There are of course exceptions to the...
by David Aronson | May 17, 2017 | Insights
Good news: employer-sponsored student loan repayment contributions are tax deductible. An easy way to think of student loan repayment is to consider it like compensation. That means employers can deduct their contributions as a business expense like they do with...
by David Aronson | May 9, 2017 | Insights
While this may seem like a value-add service to some, the reality is that your employees don’t need this, it creates unnecessary complexity for your program and in some cases may introduce financial liability. Though technically possible, we advise employers to...
by David Aronson | May 4, 2017 | Insights
Clawback provisions are common with tuition reimbursement, so this question comes up a lot. Because of some key differences in how we administer student loan repayment, there is usually not a need to have this type of provision attached to your program. Employer...
by David Aronson | Apr 25, 2017 | Insights
This is a common question. The short answer – No. Here’s what we have learned after working with hundreds of employers. Employees recognize that not all benefits apply to all people. For example, younger workers commonly do not opt into employer health...
