Standouts from the corporate, nonprofit, state, and local government sectors
Nationwide takes a lead role in resolving a key cash balance transition issue, and on increasing employees' 401(k) savings
A "soft" freeze of its pension plan leads WellSpan to give employees the option to stay or go into a defined contribution plan.
The West Virginia Teachers' Retirement System comes up with an unlikely solution to its financial problem:Â a return to a defined benefit plan.
You cannot blame Steven Montagna for being proud of the enrollment form for the City of Los Angeles Deferred Compensation Plan.
Considering that the city of Austin's deferred compensation program offers no match and is designed to be supplemental to its defined benefit plans, a particÂipation rate of 60% to 70% is a remarkable accomplishment.
The Boeing Co.'s decision in 2006 to focus more intensely on liability-driven investing may have seemed counterÂintuitive at the time because of the long bull-market run in progress—but it has paid off in light of the stock market's dive.
"We understand the power of a brand," says Tony Ambrosio, Executive Vice President, Human Resources and Administration, at CBS Corp.
The Church Pension Fund (CPF) provides pension and related benefits to clergy and lay employees of The EpisÂcopal Church. The CPF was established under the leadership of Bishop William Lawrence of Massachusetts.
No one could ever accuse the Commonwealth of Kentucky of not providing a range of retirement savings options.
Genzyme Corp. has not opted to do automatic enrollment, yet its 401(k) plan has an 85% participation rate.
National grocery chain The Kroger Co. heard the message from many of its non-union employees.
State and local employees in Oregon interested in a supplemental retirement savings program can opt for the Oregon Savings Growth Plan (OSGP).
"We literally have janitors and brain surgeons, and everything in between," says Jim Johnson of the employees at Parkland Health and Hospital System in Dallas, and Parkland Health has a very culturally diverse workforce, with up to 40 languages spoken.
Wal-Mart Stores, Inc., wanted to ensure that its employees had easy tools to decide whether to enroll in the Wal-Mart Profit Sharing and 401(k) Plan.
Without question, the past several months have been sobering, to say the least. The economy and the markets have, of necessity, imposed disciplines and restrictions most of us could not have imagined a year ago. Still, in the midst of these challenges, plan sponsors—ever resourceful and resilient—have found ways to be innovative and creative in designing and deploying their benefit programs.
Several weeks back, I got an e-mail from Robert Powell, who writes on personal finance for MarketWatch, and he asked an interesting question: specifically, what, in my opinion, were the top five retirement priorities that the Obama Administration should focus on?
PLANSPONSOR.com news articles that also appeared in the Upfront section of the March issue.
We all have them: those front-line experiences that are -inevitable when one deals with the variety—and sensitivity—of issues associated with human beings and critical life events.
As the new President got ready to take the oath of office, I asked readers to weigh in on the big retirement issues that the Obama Administration needs to focus on.
Each month, Bells & Whistles highlights recent product introductions that plan sponsors may find of interest.
They say that the only things certain in life are death and taxes but, for defined contribution plan recordkeepers, a third certainty applies: change.
Active extension managers use their long and short selling skills to generate alpha in a challenging environment.
PLANSPONSOR's NQDCP Buyer's Guide is designed to highlight the availability of the key processing and servicing elements of the nation's leading providers.
Pension policy, market turmoil, and the post-October 2008 world
Final advice rules get another look
Re-Inventing 401(k) Plans as Retirement Plans: Part II