PLANSPONSOR Weekend Newsdash
Week ending November 17th, 2017

Happy Friday, PLANSPONSOR readers! This week, we’ll turn our attention towards health care features and other significant benefits. In a new survey from Millennial Personal Finance, workers  revealed they would be willing to sacrifice health care benefits, dental care and paid time off (PTO) in exchange for employer help on loan repayments. The Internal Revenue Service (IRS) has disclosed the health flexible spending account (FSA) limit for 2018—a $50 increase from that of 2017. AEU Holdings LLC, AEU Benefits LLC and Black Wolf Consulting have been barred by the Department of Labor (DOL) from serving as fiduciaries or service providers to individual employer plans participating in the AEU Holdings LLC Employee Benefit Plan, after failing to pay $26 million worth of medical claims. A survey by Segal looks into the cost management strategies most heavily utilized by group health plans in 2017; and DirectPath presents a health care cost feature designed to estimate prices of medical procedures and treatments. All this and more on this week’s edition of PLANSPONSOR Weekend.

Editor's choice
Data and Research
Workers Will Sacrifice Benefits for Student Loan Repayment Options
One-third would sacrifice retirement benefits.Read more >
IRS Announces 2018 Health FSA Limit
The agency also issued a reminder that a certain amount of flexible spending account assets can be rolled over to the following year.Read more >
Fiduciaries of MEWA Barred for Failing to Pay Medical Claims
Employer and employee contributions to the multiple employer welfare arrangement were found in offshore Bermuda accounts.Read more >
Health Benefit Plan Sponsors Looking at New Ways to Cut Costs
As health plan cost growth continues to outpace wage increases and consumer price inflation, plan sponsors have turned to pharmacy management programs as the main strategy to keep annual increases in the single-digits.Read more >
DirectPath Launches Health Care Cost Estimator
The tool is designed to ensure employees receive the right care while containing costs for themselves and their employers.Read more >
Getting SECURE Act’s Lifetime Income Provisions Right
Industry sources agree pains must be taken to ensure mandatory lifetime income projections to participants are accurate and contextual education is provided.
Getting Ready to Include Part-Time Employees in Retirement Plans
401(k) plan sponsors need to understand all the parts of the new requirement and, for some, the long-term effects on plan administration.
Roth is Not Just a Young Man’s Game

Erica K. Johnson, BOK Financial, discusses why Roth retirement plan contributions may be beneficial to a wider group of employees than previously thought.

Remembering the Basics of Fiduciary Duties
What ERISA retirement plan sponsors should know about their responsibilities as they make plan decisions or even outsource decisions to others.
SECURE Act Demands Updates to Rollover Notices

For example, language should be inserted to reflect that the age for taking required minimum distributions (RMDs) has been increased to 72.

Editorial: Alison Cooke Mintzer


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