Michael Barry, president of the Plan Advisory Services Group, discusses the efforts—or lack thereof—of the Trump DOL regarding the fiduciary rule and other initiatives.
“I read in an Ask the Experts column that the Employee Retirement Income Security Act (ERISA) requires plan sponsors to retain plan documentation for at least six years, and, in many cases, much longer than that.
It is time for Super Bowl LII (or 52), and once again the New England Patriots are competing, but this time against the Philadelphia Eagles.
“I work for a firm that recently took over as third-party administrator (TPA) for the retirement plans of a large private tax-exempt 501(c)(3) hospital.
In April, PLANSPONSOR magazine will celebrate its 25th birthday.
Toni Brown, senior vice president, Retirement Strategy, Capital Group, says a plan sponsor with a clearly defined objective for its defined contribution (DC) plan will be better positioned to make all subsequent decisions.
We covered a survey which found if an emergency pet expense were to present itself, more than one-third (37%) of respondents said they would sacrifice contributions to their retirement account to pay for it.
“I work for a third-party administrator (TPA) firm that has a new private tax-exempt client which started a 403(b) plan last year intending it to be not governed by the Employee Retirement Income Security Act (non-ERISA).
Some folks are just not morning people, and it takes them a while to get going at work, while others may start the work day off with a bang and slow down as the work day goes on.
Michael Barry, president of the Plan Advisory Services Group, discusses how what was not included in the tax reform bill signals optimism for the U.S. retirement plan system.
Michael Schultz, RFC, CFS, president, Venn Wealth & Benefit Services discusses variables that should be considered when doing due diligence on TDFs.
“I have received so many emails etc. on tax reform, including articles that conflict with each other, that I am on information overload! Should I be worried?”
We recently covered a survey in which senior managers shared their most embarrassing moments at work.
Participants’ desire to invest according to faith-based principles can be a tricky proposition for employers that manage a retirement plan.
“I work for a denominational church entity where ministers can exclude a portion of their compensation from taxable income as parsonage (housing) allowance.
Many current 401(k) engagement strategies ignore those employees who would like to save in a 401(k) but feel as though they can’t.
“We are a 501(c)(3) private tax-exempt hospital that sponsors a 403(b) plan. We have an employee who has been here for many years whom we are forced to terminate since we are phasing out his entire department.
Michael Barry, president of the Plan Advisory Services Group, discusses how the accounting measures for multiemployer plans contributed to their current crisis.
Targeted, or personalized, messaging to employees—encouraging employees to save for retirement, to save more or addressing other financial issues they may be facing—has been touted as a way to improve employee financial security and their ability to save adequately for retirement.
“We are a private tax-exempt organization that currently uses a recordkeeper-provided document for its 403(b) plan. The document consists of a generic base plan document, along with an adoption agreement that we can use to customize certain plan provisions.