Week ending August 30th, 2019

Legislation, regulations and industry trends help retirement plan sponsors in designing their plans. However, even the most well-intentioned plan designs may have unintended consequences. And, if participants don’t understand how retirement plans work, it could adversely affect their savings behaviors. In this edition of PLANSPONSOR Weekend, we share 10 key design principles for defined contribution (DC) plan sponsors. For defined benefit (DB) plan sponsors, there are strategies to reduce Pension Benefit Guaranty Corporation (PBGC) premiums. And for public DB plan sponsors, a case study from Maine reveals how to turn around a troubled public pension system. Have a wonderful holiday weekend!

Editor's choice

Administration

Plan Sponsors Should Watch for Unintended Consequences of Defaults

A research paper warns that changing to a default fund that is preferred by more employees may lead people to be less well-prepared for retirement.Read more >

Administration

Misunderstanding Retirement Plans Affects Participant Savings Behavior

Research reports find a large proportion of employees don’t understand their retirement benefits—with some not even realizing they are participating—and better communication is needed to help participants take the best savings actions.Read more >

Administration

A New Way of Thinking About Retirement ‘Plans’

Mike Sasso, with Portfolio Evaluations, and a professor at Boston University, explained a new way of thinking to get plan sponsors to focus on retirement income for participants.Read more >

Administration

Pragmatic Strategies to Reduce PBGC Premiums This Year

Pension plan sponsors have taken various actions to reduce their PBGC premiums in the last year, resulting in a decline in premiums paid in 2018 of $1.2 billion.Read more >

Administration

MainePERS Has Some Suggestions for Struggling Public Pensions

The plan’s history offers a case study for how to turn around a troubled public pension system after years of neglect; the system at one point was no better than 20% funded.Read more >

MOST POPULAR STORIES

Extending Financial Wellness Into Retirement

How can employers ensure financial wellness programs create habits that carry into retirement and address employee concerns about the future?

Reasons Exist to Turn a Cold Shoulder to Company Stock in DC Plans

However, if plan sponsors choose to offer company stock, there are efforts they can take to mitigate a litigation or participant outcomes meltdown.

Friday Files - February 21, 2020

Now it's time for some FRIDAY FUN!

IRS Announces 2020 Contribution and Benefit Limits

The contribution limit for employees who participate in 401(k), 403(b) and most 457 plans is increased from $19,000 to $19,500.

2020 Best in Class 401(k) Plans

PLANSPONSOR is pleased to announce the sixth “class” of companies winning the Best in Class 401(k) Plan designation.

Editorial: Alison Cooke Mintzer alison.mintzer@strategic-i.com

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