LDI, PRT and Plan Termination
A review of the opportunities and risks to consider when deciding whether to continue offering and operating a defined benefit plan.
A review of the opportunities and risks to consider when deciding whether to continue offering and operating a defined benefit plan.
A review of the administrative, operational and cost choices small employers should be aware of when considering retirement plan options.
While 401(k) plan fees are a bigger ask for small plans, the savings benefits to participants still tend to be worth the price.
For some employers, offering a state-facilitated retirement plan is the best and easiest option, but for others, sponsoring their own plan or joining a PEP are more attractive.
For the smallest of employers, offering a state auto-IRA program provides minimal administrative and fiduciary burdens.
A review of the variety of different options and issues plan sponsors should consider when evaluating choices around retirement income.
Sponsors have both legal and practical ramifications to weigh.
With their ability to provide personalized advice, managed accounts have become a more attractive retirement income solution, but the high fees attached to them continue to be a major criticism.
Plan sponsors have a number of factors to consider when comparing investment, insurance and drawdown options for their participants.
As we mark the 50th anniversary of the law, it is an opportune moment to reflect on its profound impact on the American retirement landscape and consider the opportunities ahead.
The director of benefits at Wayne-Sanderson Farms shares how offering an in-plan managed account service helped its employees older than 50.
A review of how plan sponsors can use defined contribution plan design to help participants meet retirement goals.
Tax benefits and new credits aim to offset the cost of setting up new retirement plans and can be a ‘big win’ for plan sponsors.
Carl Gagnon, assistant vice president of global financial well-being and retirement programs at Unum Group, reflects on his tenure and provides insight into the future of plan design.
Experts discuss the trends of streamlining the investment menu and adding lifetime income options
A review of topics plan sponsors should consider as they review their plans before the 2024 enrollment season.
What companies are doing to hire for their benefits teams, especially for the teams that run their retirement plans.
Business-related degrees are important, but so are data management and soft skills.
Staffers have varying degrees of experience with retirement plans, so providing training and education is vital when managing a benefits team.
With fatigue and exhaustion on the rise among HR leaders, plan sponsors are tasked with managing the stresses that their benefits teams face while also prioritizing the needs of their participants.
An examination of the challenges and considerations employers face when offering 403(b) plans.
Tax-exempt, church and governmental employers have a wide range of considerations when picking what retirement plan, or plans, to offer.
As higher education plan sponsors often work with small benefits staffs and oversee diverse pools of employees, administering a retirement plan tailored to all employees’ needs is a difficult task.
Optional SECURE 2.0 provisions and IRS determination letters can help plan sponsors position their plans to meet participant needs.
Government plans need more guidance from the IRS to address payroll-related complications that affect compliance with parts of SECURE 2.0.