Administration December 14, 2016

403(b) Plan Sponsors Taking Action to Prepare for Fiduciary Rule

While 59% are making no changes, others are re-evaluating adviser choices, reviewing investment lineups and reviewing plan governance structure.
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Even though 70% of 403(b) plan sponsors are aware of the Department of Labor’s (DOL)’s Conflict of Interest rule, which takes effect in April 2017, less than half of small sponsors are aware of this major regulatory shift in the industry, according to a survey by the Plan Sponsor Council of America (PSCA).

In addition, more than half of respondents (59%) plan to make no change in light of the new rule, which extends fiduciary responsibility as defined by Employee Retirement Income Security Act (ERISA) to virtually anyone providing advice to a retirement plan.

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The survey also highlighted strategies some plan sponsors are taking to comply with the DOL rule including hiring a fiduciary adviser or switching to one (24%), changing investment lineup (19%), and reevaluating plan governance structure (15%).

“Though the impending Department of Labor fiduciary regulatory package has certainly raised awareness of fiduciary responsibilities, plan sponsors who are unsure of their role—especially those small organizations—should review their plan governance processes with their service providers and advisers,” suggests Hattie Greenan, PSCA’s director of research and communications.

In addition, the study found that 40% of all plan sponsors feel their plan service providers act in a fiduciary capacity, while 50% say their plan adviser is not a fiduciary.

“This environment strongly suggests that all plan sponsors work with advisers to understand the various fiduciary roles and how responsibilities are fulfilled,” says Aaron Friedman, tax-exempt national practice leader at Principal Financial Group. “It will be a collaborative industry effort among advisers, plan sponsors and service providers.”

The 403(b) Snapshot Survey by the PSCA was sponsored by the Principal Financial Group. It reflects responses from 281 not-for-profit organizations that currently sponsor a 403(b) plan. For more research, analysis and insights from Principal, visit the Principal Knowledge Center.

Products December 14, 2016

Segal Group Publishes Calendars to Highlight Requirements and Disclosures

Both calendars track vital compliance deadlines for plan sponsors and can be viewed via interactive webpages, apps and PDFs.
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Offered for both multiemployer and single-employer benefit plans, the Segal Group has published a set of calendars that summarize annual compliance requirements and disclosure obligations necessary for health and retirement plan sponsors to know.

The 2017 “Reporting & Disclosure Calendars” lists requirements and disclosures created by several government agencies, including the Department of Labor (DOL); the Internal Revenue Service (IRS); and the Pension Benefit Guaranty Corporation (PBGC), among others.

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“The laws and regulations involving benefit plans require thorough understanding and accurate interpretation,” says Kathryn Bakich, National Health Compliance practice leader. “Our calendars provide plan sponsors with a reference guide for their relevant reporting and disclosure requirements.”

Both calendars are available online, and can be viewed in a webpage, app, or PDF. The calendar for multiemployer plans can be found here, while the calendar for single employer plans can be found here.  

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