According to John Hancock data, helping employees reduce their financial worries is well worth employer’s time and attention.
Responses to a large survey of health care consumers suggests that workers now expect their employers to support physical, mental and emotional, and financial wellbeing equally.
Results of a participant survey conducted by CUNA Mutual show a close tie between in-person training, short topical online videos, and self-guided learning modules as the preferred way to receive education about retirement plans.
While most women surveyed want to grow their investments in retirement, they worry more than men about the risk involved and think they’ll need to adopt a conservative investing style.
Through the expanded Fidelity managed account program, employees will benefit from “ongoing, proactive engagement, including expanded annual checkups, reminders, and information that addresses their specific investment needs, to help them stay on track toward their financial goals.”
Discussing the launch of a new UBS equity compensation support program, Michael Barry spoke about the importance of linking equity compensation awards to employees’ broader financial picture.
Industry stakeholders immediately offered their thoughts on the complex regulatory saga that has surrounded the now-defeated DOL fiduciary rule; depending on their position in the industry and their particular client service philosophy, some providers are hailing this step as a victory, while others are bemoaning it.
One important purpose of offering more holistic benefits and education that link health and wealth concerns for employees is that it “prevents the 401(k) plan from being treated like a checkbook.”
Is it more than education? Is it a full-blown program or something spontaneous and ad hoc? How frequently is it delivered, and how is it benchmarked? Who delivers it, and when?
The Financial Elements program breaks down challenging concepts into simple elements to increase financial literacy and reduce employee financial stress through education and behavioral coaching.
Future retirees expect a greater monthly payment from Social Security than what current retirees say they collect, according to a survey from Nationwide.
84% of employees describe financial wellness programs (e.g., planning, education, workshops, tools) as benefit offerings they want or need.
The text of the complaint includes substantial detail about the inner workings of the Home Depot retirement plan, and its relationships with advice providers Financial Engines and, later, Alight Financial Advisors.
In issuing a strong ruling to vacate the DOL fiduciary rule expansion, the Fifth U.S. Circuit Court of Appeals is now at odds with multiple other courts that have upheld the rule, including the Tenth Circuit.
Research reveals that less than half of sponsors believe that employees are solely responsible for their own retirement savings and investing decisions, but greater than three-quarters of participants feel that they have sole responsibility for these decisions.
SEC-mandated regulatory filings from Wells Fargo Advisors have triggered state and federal inquiries into whether the firm’s advisers have made inappropriate referrals or recommendations, including with respect to rollovers for 401(k) plan participants.
The planner is designed to help employees better understand their stock awards and more easily integrate these stock awards into their overall financial plans.
The agency also offered suggestions for rollovers by participants in foreign retirement plans.