DC Plan Design
A review of how plan sponsors can use defined contribution plan design to help participants meet retirement goals.
A review of how plan sponsors can use defined contribution plan design to help participants meet retirement goals.
A review of the questions plan sponsors can ask their providers and their teams, as they try to keep plans safe from cyber attacks.
Limiting access, creating protocols aimed at keeping data safe can mitigate sabotage.
Now more than ever, plan sponsors need to understand what types of coverage are available and what will fit them best.
According to a Deloitte-NASCIO survey, these executives are leading state and local governments’ responses to the constant threat of cyberattack.
Requesting service organization control reports from service providers is an important part of the vetting process when looking to ensure safe cybersecurity practices.
A review of the administrative, operational and cost choices small employers should be aware of when considering retirement plan options.
While 401(k) plan fees are a bigger ask for small plans, the savings benefits to participants still tend to be worth the price.
For some employers, offering a state-facilitated retirement plan is the best and easiest option, but for others, sponsoring their own plan or joining a PEP are more attractive.
For the smallest of employers, offering a state auto-IRA program provides minimal administrative and fiduciary burdens.
A review of the variety of different options and issues plan sponsors should consider when evaluating choices around retirement income.
Sponsors have both legal and practical ramifications to weigh.
With their ability to provide personalized advice, managed accounts have become a more attractive retirement income solution, but the high fees attached to them continue to be a major criticism.
Plan sponsors have a number of factors to consider when comparing investment, insurance and drawdown options for their participants.
As we mark the 50th anniversary of the law, it is an opportune moment to reflect on its profound impact on the American retirement landscape and consider the opportunities ahead.
The director of benefits at Wayne-Sanderson Farms shares how offering an in-plan managed account service helped its employees older than 50.
A review of the opportunities and risks to consider when deciding whether to continue offering and operating a defined benefit plan.
As defined benefit plan sponsors look to de-risk and offload pension liabilities, the selection of annuity providers has come under increased scrutiny in recent lawsuits.
Plan sponsors can consider plan conversions, similar to what IBM has done, hibernation or different investment strategies to reduce risk without transferring it.
The rise in yields in recent years have not boosted the size of the contracts.
Lowering premiums might spur some organizations to consider offering a defined benefit plan, which could be an additional form of income in retirement.
The long-awaited report makes no recommendations for changes.
What companies are doing to hire for their benefits teams, especially for the teams that run their retirement plans.
Business-related degrees are important, but so are data management and soft skills.
Staffers have varying degrees of experience with retirement plans, so providing training and education is vital when managing a benefits team.
With fatigue and exhaustion on the rise among HR leaders, plan sponsors are tasked with managing the stresses that their benefits teams face while also prioritizing the needs of their participants.