SEC Reveals Share Class Selection Disclosure Initiative

Under the new “SCSD Initiative,” the SEC’s enforcement agents will recommend “standardized, favorable settlement terms” for investment advisers that self-report that they failed to disclose conflicts of interest associated with the receipt of 12b-1 fees by the adviser or an affiliated broker/dealer; the regulator further warns that advisers who fail to take advantage of this program will be punished more severely in the future.

The Division of Enforcement of the Securities and Exchange Commission (SEC) announced a new self-reporting initiative that “seeks to protect advisory clients from undisclosed conflicts of interest and return money to investors.”

Under the newly announced Share Class Selection Disclosure Initiative, dubbed the “SCSD Initiative,” the SEC’s enforcement agents “will agree not to recommend financial penalties against investment advisers who self-report violations of the federal securities laws relating to certain mutual fund share class selection issues and promptly return money to harmed clients.”

For more stories like this, sign up for the PLANADVISERdash daily newsletter.

As the SEC explains, Section 206 of the Investment Advisers Act of 1940 imposes a fiduciary duty on investment advisers to act in their clients’ best interests, including an “affirmative duty to disclose all conflicts of interest.” A conflict of interest, in this context, arises when an adviser receives compensation (either directly or indirectly through an affiliated broker/dealer) for selecting a more expensive mutual fund share class for a client when a less expensive share class for the same fund is available and appropriate. “That conflict of interest must be disclosed,” SEC confirms.

Under the SCSD Initiative, the enforcement division will recommend “standardized, favorable settlement terms to investment advisers that self-report that they failed to disclose conflicts of interest associated with the receipt of 12b-1 fees by the adviser, its affiliates, or its supervised persons for investing advisory clients in a 12b-1 fee paying share class when a lower-cost share class of the same mutual fund was available for the advisory clients.”

Advisers with undisclosed conflicts will not be getting off the hook entirely, SEC warns. For eligible advisers that participate in the SCSD Initiative, the enforcement division will recommend “settlements that will require the adviser to disgorge its ill-gotten gains and pay those amounts to harmed clients, but not impose a civil monetary penalty.” The enforcement division warns that it expects to recommend stronger sanctions in any future actions against investment advisers that engaged in the misconduct but failed to take advantage of this initiative.

This new initiative will play out against the SEC’s effort to find a way to collaborate with the Department of Labor (DOL) on that regulator’s own ongoing conflict of interest reforms. There are still different opinions in the retirement advisory community as to whether or not DOL and SEC will be able to find ways to truly collaborate and restore some sense of certainty about what the future holds for advisory professionals working under these regulators. The more optimistic analysts on this prospect point to the fact that leadership at both the DOL and SEC have signaled a willingness to work together to find complementary approaches to managing advisers’ conflicts of interest. Other, more pessimistic analysts on this point, see some systematic and political hurdles that could derail any true collaboration between DOL and SEC in the short term.

Either way, there is clearly a need for ongoing vigilance at both SEC and DOL. In the past several years, the SEC has charged nine firms with failing to disclose conflicts of interest of the type at issue here. These actions included significant penalties against the investment advisers, and collectively returned millions of dollars to clients. In addition, the SEC’s Office of Compliance Inspections and Examinations has repeatedly cautioned investment advisers and other market participants to examine their share class selection policies and procedures and disclosure practices.

“Proper disclosure of conflicts of interest is of utmost importance, and a necessity for any investment adviser to ensure that it is satisfying its obligations as a fiduciary to its clients,” says C. Dabney O’Riordan, co-chief of the Asset Management Unit in the SEC Division of Enforcement. “This initiative is designed to promote compliance with these obligations with respect to mutual fund share class selection, while at the same time quickly returning money to harmed clients.”

Eligibility for the SCSD Initiative is explained in a detailed announcement document. Investment advisers must notify the Division of Enforcement of their intent to self-report no later than June 12, 2018, by email to SCSDInitiative@sec.gov  or by mail to SCSD Initiative, U.S. Securities and Exchange Commission, Denver Regional Office, 1961 Stout Street, Suite 1700, Denver, Colorado 80294.

Default Rates for Auto Plan Features Moving Up

More plans are auto enrolling at a greater than 3% default deferral rate, and 13% of plans are increasing deferrals at more than 1% annually, a PSCA survey found.

Availability and use of automatic enrollment has increased dramatically the last 10 years—from 35.6% of plans using the feature in 2007 to 59.7% using it in 2016—according to the Plan Sponsor Council of America’s (PSCA) 60th Annual Survey of Profit Sharing and 401(k) Plans, reflecting 2016 plan experience.

Three percent of pay was the most common default deferral rate for auto enrollment for years, but plans have started moving to higher default rates in an effort to help increase savings rates and boost overall participant outcomes. In 2016, 35.2% of plans used a 6% default rate, and 40.2% used a default rate of more than 6%.

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

The number of plans using automatic deferral escalation has also increased—from 49.7% in 2007 to 73.4% in 2016, the survey shows. Twelve percent auto escalate for all under-contributing participants only, and one-third auto escalate only if the participant elects it.

Three-quarters of plans auto escalate by 1% each year, while 8.6% auto escalate by 2% and 5% auto escalate by 3%. More than four in ten (41.8%) cap auto increases at 10%, while 19.4% cap it at more than 10%.

Ninety percent of employees at respondent companies are eligible to participate in their defined contribution plans. About two-thirds of companies allow part-time employees to participate. The average percentage of employees who have a plan balance is 88.7%, and an average of 84.9% of participants made a contribution to their plans in 2016. The average percentage of salary deferred (pre- and post-tax) was 6.8%.

Nearly 35% of respondent companies offer investment advice to participants. Providers of investment advice used include a registered investment adviser (30.8%), a certified financial planner (28.8%) and a third-party web-based provider (20.2%). The most common delivery methods for advice are one-on-on counseling (68.5%), internet providers (45.7%) and telephone hotlines (48.7%). One-fourth of participants use advice when it is offered.

The 60th Annual Survey of Profit Sharing and 401(k) Plans also covers topics such as recordkeeping, monitoring investment policy statements, company stock, plan loans, distribution and withdrawals, participant education and communication, and plan expenses. The survey reflects the 2016 plan-year experience of 590 DC plan sponsors. The full printed survey is available for pre-order, or electronic copies are available for order here.

«