Lawsuit Would Block Missouri’s Anti-ESG Advising Rule

Requiring registered advisers to follow state-level ESG disclosure rules violates federal law, according to SIFMA’s lawsuit.

The Securities Industry and Financial Markets Association filed a lawsuit last week challenging two regulations enacted by the state of Missouri that require additional recordkeeping for advisers and brokers recommending or selecting investments with a “non-financial objective.” The rules took effect on July 30.

The Missouri regulations require advisers to obtain client signatures on “state-scripted documents” before giving advice “that incorporates a social objective or non-financial objective.” The client must re-sign this document at least once every three years and every time such advice is given. The same signature requirement also applies to brokers recommending or selecting such investments for a client.

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

The lawsuit is SIFMA v. JOHN R. ASHCROFT, Secretary of State of Missouri; and DOUGLAS M. JACOBY Missouri Securities Commissioner. It was filed in the U.S. District Court for the Western District of Missouri, Central Division.

SIFMA argues that federal law already requires advisers to act in their client’s best interest. The lawsuit says that this regulation would restrict an adviser’s ability to act in their client’s best interest because it does not precisely define what “non-financial objective” means. Under federal law, advisers must consider criteria such as a client’s time horizon, liquidity needs, risk tolerance, and investment objectives. Some of these interests go beyond “maximizing financial returns.”

“Investment advice routinely requires the consideration of multifaceted objectives that are customer-specific and may not be solely focused on maximizing financial returns,” the complaint reads. “Some customers also wish to incorporate faith or values-based objectives, or local community investment objectives, into their investment selections.”

Lacking Specificity

The complaint also alleges that the regulations are unconstitutionally vague and violate due process rights under the 14th Amendment, reading: “what about mutual funds focused on emerging sources of energy, local community improvement bonds, or church bonds? Or strategies that consider corporate management’s ties to their communities as a factor in evaluating companies’ long-term prospects? And what about managers who focus on volatility management rather than purely on expected return? The Rules are drafted such that financial firms and professionals are left guessing as to when a written consent must be secured. This is a clear violation of the due process principles of the Constitution.”

The definition of “incorporates a social objective” is “to consider socially responsible criteria in the investment or commitment of client funds for the purpose of seeking to obtain an effect other than the maximization of financial return to the client,” the complaint continues.

According to the complaint, “socially responsible criteria” is criteria that furthers “A. International, domestic, or industry agreements relating to environmental or social goals; B. Corporate governance structures based on social characteristics; or C. Social or environmental goals.”

Federal Pre-emption

The National Securities Market Improvement Act (NSMIA), federal law passed in 1996 which limits state government’s ability to regulate advisers, pre-empts this regulation, the complaint argues. Only the SEC can regulate advisers with $100 million or more in assets, though the complaint argues Missouri’s rules would apply to them as well. States may take anti-fraud enforcement action against federally registered advisers, but little else. This was intended to create a uniform national securities market that would not be bogged down by state differences, SIFMA says.

Further, the NSMIA prohibits states’ regulating securities that are offered on national exchanges. NSMIA prohibits states from imposing restrictions on the offering of these “covered securities.”

On pre-emption grounds, once again, SIFMA’s complaint argues that to the extent Missouri’s regulations implicate retirement plans subject to the Employee Retirement Income Security Act, then they are invalid as well. Advisers who advise or provide other fiduciary services to any ERISA-covered plan are regulated by ERISA. The lawsuit says that the federal pre-emption language in ERISA is intentionally broad so as to create a uniform national market and legal code for retirement plans.

Free Speech

Lastly, the SIFMA case argues that Missouri cannot require financial professionals to make “politically charged statements” that are not factual without violating the First Amendment. An adviser considering non-financial objectives does not mean that are “not solely focused on maximizing financial return,” which the state-scripted consent form reads and would essentially require advisers to say, even if they believe that certain environmental or social goals are consistent with maximizing financial return.

The suit seeks declaratory and injunctive relief under the NSMIA, ERISA, and the First and 14th Amendments.

SIFMA is represented by the Jefferson City, Missouri office of Armstrong Teasdale LLP along with the law firm of Morgan, Lewis & Bockius LLP.

Advisers Can Leverage Plan Sponsor Openness to Plan, Investment Changes, Research Finds

Plan sponsor interest in areas such as reenrollment, in-plan retirement income, and financial wellness programs have grown, finds JP Morgan Asset Management.   



Retirement plan advisers may find success with plan sponsors by leaning into plan design and investment menu changes that have grown in interest over the past decade, according to new research from J.P. Morgan Asset Management.

Employers have experienced a growing sense of responsibility for employees’ financial wellness in the past 10 years, according to the J.P. Morgan Asset Management 2023 Defined Contribution Plan Sponsor Survey. The asset manager’s research team found that 85% of plan sponsors feel a strong sense of responsibility for employee financial wellness, up from 59% in 2013; meanwhile, 61% of respondents have used proactive plan design approaches to support achieving greater retirement security for participants.  

The results show opportunities for advisers to engage with plan sponsors in areas of financial wellness, plan reenrollment, and retirement income, Alexandra Nobile, vice president, retirement insights, wrote via email.  

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

“Financial wellness programs remain challenging to define, but in our own related data, we’ve found a strong link between participants’ retirement outcomes and their overall financial well-being,” Nobile wrote. “It’s important for plan sponsors to work with their advisers to determine what additional support may be needed outside of the retirement plans and offer support for those who need it, whether through things like emergency savings benefits, debt assistance or even one-on-one financial coaching”

Nobile pointed out that plan sponsors who offered a financial wellness program saw their retirement plans as more effective (97%) compared to those without a program (77%).

Employers’ also have a sense of duty with regards to employees’ financial wellness that has continued to grow, with nearly nine out of 10 sponsors surveyed feeling a “very high” or “somewhat high” level of responsibility for their participants, up from 74% in 2019 and 59% 10 years ago, according to the survey.

The researchers note that plan sponsors have faced a host of challenges in recent years, including the COVID-19 pandemic, the Great Resignation, rising inflation, market volatility and passage of the SECURE 2.0 Act of 2022, that is adding administrative and regulatory factors. Even so, “plan sponsors appear to have emerged with an ever-expanding focus on how to help position participants for greater retirement funding success,” the researchers wrote.

Four out of 10 sponsors report offering their participants a financial wellness program beyond retirement and health benefits, and an additional three out of 10 are considering offering one, according to the research. One-quarter of plan sponsors offered student loan debt assistance, and 40% offered emergency savings benefits, one-on-one financial coaching and/or debt management assistance.

Proactive sponsors are defined as those that implement programs that make it easy to tap into the benefits of the plan, such as automatic enrollment and contribution escalation, personalized communications and investment defaults into target-date funds and other professionally managed asset allocation strategies, according to J.P. Morgan.

  • Key trends in the research showing more proactive movement toward investment menus and plan practices included:In 2023, 43% of plans offer automatic contribution escalation as compared to 21% in 2013. 
  • The most frequently reported investment menu changes were adding “an option designed to generate income for retirees” at 45% and “reducing the number of investment options” at 35%.
  • Three out of four surveyed sponsors reported feeling “extremely confident” or “very confident” that their participants have an appropriate asset allocation, led by proactive sponsors at 85% versus 59% for sponsors with a participant-driven philosophy.

The popularity of reenrollment, which is an annual or one-time event which reverts workers who opted out of a plan, has increased dramatically in recent years. Today, 55% of plan sponsors having considered reenrollment, and more than a quarter (26%) having already conducted or are planning to conduct a reenrollment in the next 18 months, up from 7% in 2019.

“It was encouraging to see the increase in plan sponsors who have conducted a reenrollment or plan to do so in the next 18 months,” Nobile said.  “Hopefully, this helps advisers with their discussions with plan sponsors as they work to make sure participants are properly allocated in their retirement plans.”

Increased income in retirement income could be another fruitful area for discussion, Nobile noted.

“It was interesting to see that more than half of plan sponsors say providing retirement income is a core purpose of their plans – and almost half without an offering are considering adding one in the next year,” she said. “Advisers may want to discuss retirement income with their plan sponsor clients and consider a short survey to gauge participant interest and understand the needs of their participants.”

J.P. Morgan Asset Management partnered with Greenwald Research to conduct an online survey of 788 plan sponsors from January 9 through February 28, 2023. All respondents are key decision-makers for their organizations’ DC plans. All organizations represented have been in business for at least three years and offer a 401(k) or 403(b) plan to their U.S.-based employees.

 

«