The Pull of Managed Accounts: Protection in Downturns

It’s not usually the best quarters in the equity markets that demonstrate the potential value of managed accounts relative to target-date funds.

Art by Harry Campbell


Retirement plan advisers and investment managers agree that in periods of marked volatility, managed accounts serve investors better than target-date funds (TDFs) and target-risk funds because of their ability to navigate changing markets—as opposed to being tied to a set glide path.

“As managed accounts are actively managed, they can be more tactical and focus on specific areas of the market,” says Ken Van Leeuwen, managing director of the Van Leeuwen Company. “For example, if you look at two areas doing well right now, technology and cloud computing, investment managers can hone in further in those areas and get more granular. They can find that Amazon, Microsoft and IBM are good investments. REITs [real estate investment trusts] that are storage facilities for computers is another area of positive performance that can be pursued. TDFs are stuck in their glide path strategies and cannot be tactical.”

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Darnel Bentz, senior vice president and senior wealth adviser with Kayne Anderson Rudnick Wealth Management, also believes that “managed accounts are better—assuming that they are selective and actively traded with 30 to 50 names and not ‘closet index funds’ with hundreds of stocks.”

As Bentz explains, managed accounts that invest very broadly and mirror index funds—i.e., “close index funds”—are likely not going to produce excess returns to justify their higher cost.

“Managed accounts can overweight and underweight sectors to outperform,” he says. “For instance, right now, if you are overweight health care and technology, you are going to do much better. There are sectors that will take years to recover, while some companies are even thriving in this environment.”

Kurt Wedewer, regional president at American Trust Retirement, says one problem with target-date funds is the fact that the set glide path can lead to selling low and buying high—or becoming conservative at the worst possible time.

“How a managed account will invest is based on many other factors, including outside assets and other retirement assets,” Wedewer says. “Managed account managers will also incorporate economic conditions into their assumptions. The fact that TDFs are solely focused on age can lead to financial decisions that can negatively impact performance.”

Yet another advantage of managed accounts is that they can provide tax loss harvesting, Bentz says.

Knowing that their managed account is being actively managed also assuages investors’ fears during periods of volatility, helping them to remain invested, Wedewer says. “The other significant advantage of managed accounts is how they tamp down human emotion during periods of pronounced volatility,” he says. “A managed account takes the emotion out of it because the investor knows they have someone managing their account. It is a comforting feeling for participants.”

Indeed, David Blanchett, head of retirement research at Morningstar, says he recently took a look at how managed account and TDF investors reacted to the volatility that was unleashed as the coronavirus took hold.

“I have been looking at who stayed the course,” Blanchett says. “Both TDF and managed account users have done very well. Less than 2% of investors in both made a trade, with managed account investors holding on a little bit better than TDF investors.”

Of course, for a managed account to serve investors well, they need to share information about their finances with the manager, Wedewer notes. In his experience, managed account investors do engage pretty well with their managers.

“They want their money manager to know as much as they can about their finances,” he says. “They tell them their age, their compensation, their outside assets and what they expect from Social Security. Customization is the operating piece that managed account providers hang their hat on.”

Empower Retirement believes that both target-date funds and managed accounts can serve investors well, at different periods of their lives. In 2017, Empower introduced a dual qualified default investment alternative (QDIA) called Dynamic Retirement Manager.

“We leverage a target-date suite for the younger population and automatically, with an age trigger, move them into a managed account structure as they get closer to retirement,” says Tina Wilson, chief product officer at Empower.

“We see both as complementary,” Wilson continues. “The reason for this is studies show that TDFs are good when you are young. As you reach the mid-career point, a more personalized approach that focuses on downside risk, risk preferences and outside assets is more valuable for people.”

Planning for Clients’ Health Care Expenses in Event of a Layoff

Mark Waterstraat, president of consumer solutions at Alegeus, offers simple steps to coach clients through managing their health care finances after a layoff. For example, did you know that individuals can use HSA funds to pay COBRA premiums tax-free?

The COVID-19 pandemic has left 30 million Americans unemployed and many people are questioning what to do next when it comes to their finances.

Given the heightened health risk of the pandemic, continuing health care coverage plays a major role in these decisions. Here’s what advisers can do to educate their clients about their options and guide them to make the best choices as they transition into unemployment.

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Ask About Health Care Needs

Employer sponsored health plans have defined rules that govern when health insurance coverage will end once employment ends. Sometimes coverage ends on the last day of employment, but for most clients, coverage will continue through the end of the month in which they were laid off. After that, they have decisions to make, and advisers can help them explore the right next move that weighs their health care needs against the cost for that coverage.

Those with fewer anticipated health care needs or those who have significant savings in a health savings account (HSA) may feel comfortable exploring the Patient Protection and Affordable Care Act (ACA) marketplace or other increasingly popular concierge or direct-care services. Others with chronic conditions that require frequent care or who need more comprehensive coverage will want to consider continuing their employer-sponsored coverage under COBRA [Consolidated Omnibus Budget Reconciliation Act].

The Benefits of COBRA

In normal times, only a small percentage of individuals eligible for COBRA actually enroll. This is typically due to confusion around enrollment and the high premium cost, which may feel too expensive for those now without a regular source of income.

Advisers should be prepared to point out the important COBRA benefits that potentially outweigh the premium cost. These include the following:

  • Continuity of care. Those with chronic conditions or who otherwise receive frequent care may save money in the long run by continuing comprehensive employer-sponsored coverage under COBRA. Further, if they have a physician or hospital relationship that would change with new insurance coverage, COBRA allows them to maintain crucial and trusted care.
  • Fast short-term protection. COBRA is the simplest and quickest option to ensure people have health care coverage, especially during a higher-risk time such as a pandemic. Researching and enrolling in a marketplace plan may not be worth the effort, especially if clients have reason to believe their coverage gap will last only 30 to 90 days before getting back to work.
  • Additional assistance may come in multiple forms. There are a few instances where COBRA premiums may be subsidized. While they are not required to do so, some employers subsidize a portion of the premium cost for a period of time after a layoff. It is also possible that in the coming weeks or months, the government will announce subsidies for COBRA like those issued during the Great Recession. And lastly, consumers can use HSA funds to pay COBRA premiums tax-free.
  • Special considerations come into play. For people who had a high-deductible health plan (HDHP) and already met most or all of their deductible for the year before being laid off, COBRA could be the best option because their out-of-pocket costs for qualified medical expenses for the rest of the year will be greatly reduced. In fact, under many plans, they may be $0. If an individual doesn’t elect COBRA, they may need to start over with a new plan and a new deductible.

What About Flexible Spending Accounts?

People with a flexible spending account (FSA) should consider enrolling in COBRA to protect the money they’ve contributed tax-free into the account. Without continuation of coverage, any unspent dollars in the account will be forfeited to the employer when the health insurance is canceled.

People usually have 60 days from the time they receive an election notice or when coverage ends to enroll in COBRA, but the IRS and Department of Labor (DOL) recently extended the enrollment period, given the extenuating circumstances of COVID-19. Additionally, people have 45 days from the date of their election to pay for the coverage. This means that an individual (who does not need immediate health care services) can take up to 105 days to decide.

Consider, however, that the special enrollment period for marketplace insurance through the ACA is only 60 days. Those who wait to make a decision based on the COBRA deadline could miss their opportunity for marketplace insurance altogether.

Every client will have drastically different needs and scenarios. Helping them understand their health care coverage options after a layoff will ensure they stay healthy while looking out for their overall financial health, too.

 

Author’s note:

Specific guidance or requirements are not explained in detail here and always require research and education. These explanations are not exhaustive in nature.

Editor’s note:

This feature is to provide general information only, does not constitute legal or tax advice, and cannot be used or substituted for legal or tax advice. Any opinions of the author do not necessarily reflect the stance of Institutional Shareholder Services or its affiliates.

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