Get Smart . . . To Achieve Retire-ability

August 13, 2018—We’ve been talking about the way a 401(k) plan can be a great benefit for employers. By building employees’ financial confidence and increasing their ability to retire on time, organizations reduce the workplace distractions that result when employees are financially stressed. They also decrease the future potential for the higher salary and benefits costs that occur when employees work past retirement.

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Continuing the Conversation: Company Benefits when 401(k) Plan Includes Financial Education

July 5, 2018—Have you started the conversation at your company to determine how to get the biggest organization benefit from your company’s 401(k) plan?

In last month’s Starting the Conversation blog I shared some facts to get company leadership talking. There’s a heavy organization cost when employees can’t retire at normal retirement age and an even greater burden when employees lack the solid financial foundation that allows them to build toward retirement.

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Starting the Conversation: Linking Retire-ability and Organization Viability

June 7, 2018—Previously, I suggested that the ability of employees to retire at a normal retirement age is a benefit of as much significance to the organization for which they work as it is to them individually. Increasingly, employers recognize that it’s in their company’s best interest to do what they can to help their employees establish a firm financial footing and build toward retirement readiness.

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Did You Pass the Test? Possibilities Await!

March 1, 2018—When it comes to defined contribution retirement plans, employers have numerous goals. As I meet with them, there are two objectives that I hear frequently from those that sponsor a 401(k) plan. One is that they want to encourage greater participation and higher rates of saving to help company employees achieve financial security in retirement. Just as important, they want to make sure highly compensated executives and company owners can make the maximum contributions allowed by law.

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Are You Among the 38%?

December 7, 2017—A record number of 401(k) and 403(b) plan sponsors – 38% – are actively seeking new plan advisors, according to a recent Fidelity Investments survey. That’s not a surprise given changes in the retirement plan industry. Among other things, the Department of Labor’s new Fiduciary Rule requires employers to confirm their advisors are acting as fiduciaries and in the best interests of their clients. Advisors who are unprepared have caused some employers to interview other advisors.

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Supervising Your Plan’s Investment Manager and an Atmosphere of Misinformation

October 26, 2017—Plan sponsors have a lot on their plate. Not only is the list of Administrative responsibilities exceptionally long, the Trustee side (where investment decisions are made) can be overwhelming when managed properly. Fortunately, the law which governs Retirement Plans – the Employee Retirement Income Security Act, or ERISA – allows plan sponsors to delegate their responsibility to outside professionals. Not only does delegation save the sponsor time and effort, the icing on the cake is that delegation, to certain providers, also removes any potential liability for the role.

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