Benefits Customization Key to Employee Retention

A majority of employees, especially Millennials, value customizable benefits packages and they say these perks increase their loyalty to their companies.

With the appeal of the gig economy posing a real threat to employers, a new study by MetLife finds that effective and customizable benefits programs remain essential to employee retention. This perk is especially important to Millennials, which currently make up the largest segment of the American workforce.

According to the study, more than three-fourths (76%) of Millennials say benefits customization is important for increasing their loyalty to their employers, compared with two-thirds (67%) of Boomers.

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“Today, our lives reflect our preferences,” says Todd Katz, executive vice president, Group Benefits, at MetLife. “We choose how our coffee is made, create personalized playlists and decide which apps we have on our phones. In all aspects of our lives, we can make choices to meet our unique needs. The same should apply when it comes to benefits. This is particularly important for driving engagement and loyalty among Millennials, who comprise the largest generation in the workplace today. Customization for them is inherent, and they want to know that their employers understand and are willing to address their specific needs.”

Moreover, 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer and 53% say the same about financial planning programs. However, the study concluded that few employers are offering these perks. According to the survey, only 33% of employers reported they are very likely to offer wellness benefits and just 18% currently offer financial planning programs. At the same time, more and more employees are finding the perks of the gig economy or freelance and contract work appealing.

Fifty-one percent of employees say they are interested in contract or freelance work for more flexible hours, the ability to work from home and project variety, as opposed to a full-time salaried job, which may not offer these perks. The allure of freelance work is strongest among Millennials with nearly two-thirds (64%) of the generation interested, followed by Generation X (52%) and Boomers (41%). In the midst of rising prospects in the freelance space, employers agree that the gig economy is affecting the workplace. More than half (59%) say the increase of temporary jobs will impact the workplace in the next three to five years.

“In the past, there was a clear delineation between work and life,” says Katz. “That line is now blurred with work and life overlapping more than ever before. As this happens, employees are looking to their employers to help them with their overall wellness needs, whether it’s through gym memberships to stay healthy or financial education programs to plan for their futures. As employees have more non-traditional workplace options available to them, it will become increasingly important that employers prioritize holistic wellness to drive employee engagement and loyalty in this new era.”

This provides employers with an opportunity to enhance their benefits packages to achieve their goals of maximum retention, especially among Millennials.

“Not only is the gig economy disrupting the traditional workplace, but the workforce itself is transforming,” explains Katz. “There are four generations working side by side. Employees’ definitions of family are changing, and certain demographics, like single women, are on the rise. Employees have very distinct wants and needs and expect their employers to meet them. To attract and retain top talent in this new era, especially during a time of decreasing unemployment rates, employers have an opportunity to adapt their workplaces to address the unique needs of their employees. This is especially critical when it comes to benefits.”

According to the survey, 74% of employees say that having benefits customized to meet their needs is important when considering taking a new job and 72% say that having the ability to customize their benefits would increase their loyalty to their current employer. 

Intel Wins Suit Over Use of Alternative Investments

A court found the plaintiff in the case had actual knowledge of the facts comprising his claims more than three years before he filed suit.

A federal district court judge has found that claims against Intel Corporation’s Investment Policy Committee for its retirement plans is time-barred under the Employee Retirement Income Security Act’s (ERISA)’s three-year statute of limitations.

Christopher M. Sulyma filed a lawsuit on behalf of two proposed classes of participants in the Intel 401(k) Savings Plan and the Intel Retirement Contribution Plan, claiming that the defendants breached their fiduciary duties by investing a significant portion of the plans’ assets in risky and high-cost hedge fund and private equity investments through custom-built target-date funds.           

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The lawsuit says the Intel custom-built funds have underperformed peer funds by approximately 400 basis points annually. The lawsuit claims automatic enrollment and a reenrollment of existing participants resulted in more than two-thirds of participants being allocated to custom-built investments. It goes into great detail about why the plaintiffs believe hedge funds and private equity funds are inappropriate investments for ERISA retirement plans.

Intel defendants moved for summary judgment on all of Sulyma’s claims, arguing that the claims are time-barred under the statute of limitations. U.S. Magistrate Judge Nathanael M. Cousins of the U.S. District Court for the Northern District of California noted that the key issue is whether Sulyma had actual knowledge of the underlying facts constituting his claim within three years of filing his lawsuit.

Sulyma brought six claims: claims I and III allege the Investment Committee defendants breached their fiduciary duties by over-allocating the assets of the 401(k) Plan and Retirement Plan to hedge fund, private equity, and other alternative investments. Claims II and IV allege the Administrative Committee defendants breached their fiduciary duties by failing to disclose required information about the funds. Claim V alleges that the Finance Committee defendants breached their fiduciary duties by failing to monitor the Investment Committee and Administrative Committee. Claim VI alleges that each defendant has derivative liability for the actions of the other defendants.

“Because there is no genuine dispute of material fact that Sulyma had actual knowledge of the facts comprising claims I and III, as well as knowledge of the disclosures he alleges were unlawfully inadequate in claims II and IV, the Court grants defendants’ motion for summary judgment on those claims, finding them time-barred,” Cousins wrote in his opinion. “Without live primary claims, the Court also grants summary judgment on Sulyma’s derivative duty to monitor and co-fiduciary liability claims (claims V and VI).”

NEXT: When Sulyma had actual knowledge

According to the defendants, Sulyma had actual knowledge of the facts constituting the alleged violations of ERISA more than three years before he sued, through “annual notices, quarterly Fund Fact Sheets, targeted emails, and two separate websites.”

Sulyma asserts the financial documents Intel uses to attribute actual knowledge on his part were not easily accessible, and often misleading or inconsistent, though he admits he never looked at those documents to begin with. The documents Sulyma acknowledges receiving and reviewing are the Intel 401(k) and Intel Retirement Contribution Retirement Savings Statements, which “consistently advised him from 2010 to 2013 that he was invested in ‘stock 63%, bonds 16%, short-term 21%.’” The Savings Statements say nothing about investments in private equity or hedge funds.

Cousins noted that actual knowledge exists when a plaintiff knows of the transaction constituting the alleged violation. He rejected Sulyma’s argument that it should adopt a “willful blindness” standard for actual knowledge, saying the cases cited by Sulyma are unpersuasive and do not address ERISA.

Cousins found that Sulyma had actual knowledge of the facts underlying his substantive claims because the financial disclosures provided information about plan asset allocation and an overview of the logic behind investment strategy. According to the opinion, the 2011 Qualified Default Investment Alternatives Notice, 2012 Summary Plan Description, 2012 Annual Disclosures, and targeted emails notified Sulyma of the challenged investment allocations. Taking into consideration the parties’ arguments at the December 14, 2016, hearing, and after review of these documents, Cousins agreed these documents provided Sulyma notice of how his investments were allocated.

Though he does not recall reviewing the Summary Plan Descriptions, each year Sulyma was a plan participant, a Summary Plan Description was made available on the NetBenefits website describing the assets held by the two funds in which he invested—the GDF and TDF, the opinion says. Regarding Sulyma’s holdings in the TDF, for example, the 2012 Summary Plan Description advised Sulyma that “[e]ach fund offers a broadly diversified mix of domestic and international stocks and bonds, and includes investments not typically available to individual investors, such as hedge funds and commodities.” As to the GDF, the same Plan Description advised Sulyma that the asset mix of the GDF included “domestic and international equity, global bond and short-term investments, hedge funds, private equity, and real assets (e.g. commodities, real estate & natural resource-focused private equity).”

“Thus, the Summary Plan Descriptions informed plan participants that the TDF and GDF contained the alternative investments he now alleges were imprudent,” Cousins wrote.

In addition, according to the opinion, Fund Facts Sheets available to Sulyma on the NetBenefits website disclosed the amount in which the TDF and GDF were invested in hedge funds or private equity in narrative and graphic formats, and explanations for the inclusion of those alternative investments. “These June 2012 Fund Fact Sheets demonstrate Sulyma had actual knowledge of the elements of his imprudence claims more than three years before he filed suit regarding the allocations,” Cousins concluded.

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