While the Securities and Exchange Commission (SEC) is actively considering changes to Rule 12b-1, most of the comments on the subject appear to be opposed to change.
In a speech given at the Investment Company Directors Conference this week, Andrew Donahue, Director, Division of Investment Management at the SEC, told attendees that there were concerns that Rule 12b-1 no longer serves the purpose for which it was intended and that the factors that a board considers are not relevant in today’s market. But he also admitted that most of the comments received to date were opposed to any significant changes.
He noted that when the SEC adopted Rule 12b-1 in 1980, the fund industry was in a far different state than exists today; recession, inflation in double digits, and depressed stock values. In fact, Donahue noted that during the worst period — January 11, 1973 to December 6, 1974 — the (non-inflation adjusted) S&P 500 declined almost 46%.
Funds had experienced a period of net redemptions and, according to Donahue, there was serious concern for the viability of the mutual funds market for a variety of reasons. “The Commission adopted Rule 12b-1 which generally makes it unlawful for a fund to act as a distributor of its own securities — which the fund will be deemed to be if it engages directly or indirectly in financing any activity primarily intended to result in the sale of its fund shares — unless the fund adopts a plan of distribution,’ Donahue noted. The adoption and continuation of a 12b-1 plan requires board approval and, in keeping with the release adopting the rules, boards typically consider nine factors when determining whether to approve or continue the plan, he said. However, he noted, many of those urging a repeal or refinement of Rule 12b-1 argue that the rule no longer serves the purpose for which it was intended and that the factors that a board considers are not relevant in today’s market.
The SEC hosted a roundtable discussion on the topic in June, and also solicited public comment on Rule 12b-1. Donahue said that the SEC received more than 1450 comment letters on the topic – but also noted that approximately 1000 of these letters were “…form letters that were sent by financial planners and registered representatives who oppose substantive reform of Rule 12b-1.’ Donahue also noted that an additional 400 or so individualized letters were sent in by financial planners – most of whom also oppose substantive rule reform – and the SEC also received approximately 25 letters from mutual funds, large broker-dealers, insurance companies, industry associations and counsels – and most of these also opposed significant rule reform, according to Donahue.
However, he noted that there were “riddled throughout’ the letters from the mutual fund companies various levels of support for:
changing the name of the fee,
requiring additional disclosure and
revising the role of the fund board in approving the distribution plan.
Donahue did note that the SEC received approximately 10 letters from investors – most of whom supported substantive reform or repeal of the rule. “My staff is currently evaluating the many comments we received,’ Donahue said. “Once that process is complete, we will formulate a recommendation to the Commission. Stay tuned for further developments.’
Only one-third (35%) of all small businesses offer retirement benefits to their employees, a number unchanged from one year ago. Of those small businesses who do offer such benefits, only 13% of these benefits are in the form of a 401(k), compared to 14% in 2006, said the second annual Small Business Annual Retirement Trends survey (SBART) commissioned by ShareBuilder Advisors, LLC. Owner-only firms are least likely to have a 401(k) program (8%).
Why Offer a 401(k)
The top reason employers gave for not planning to ever offer a 401(k) was “not enough employees to make it worthwhile,” followed by “can’t afford to offer company match,” and “employees not interested.” Further, 52% of employers without a 401(k) do not know what to expect to pay in annual administration fees.
For those considering a 401(k), the most common reason was the incentives provided via tax breaks (26%). However, even of those small businesses that do offer a 401(k), nearly one quarter is not actively encouraging their employees to participate.
Responsibility
Only half of small business employers indicated they feel a strong or some sense of responsibility to offer a retirement plan. Half of all employers at micro businesses (1 – 25 employees) feel no responsibility to offer retirement plans while three-quarters of employers of small businesses (26 – 50 employees) feel they have either a strong or, at least, some level of responsibility.
Contrarily, 64% of employees of small businesses said the 401(k) is an important benefit that employers should be obligated to offer. Female employees feel more strongly than male employees that employers are obligated to provide retirement benefits (70% vs. 60%).
Less than 20% of employers said they believe a 401(k) plan would prevent their employees from leaving, however, nearly 40% of employees indicated they would leave their current job for one that provided a 401(k).
Confidence Levels in Retirement Savings
Small business employers are more confident overall in their retirement savings (53% very/somewhat confident) than employees (41%).
Employees surveyed are most likely to use 401(k) accounts to fund their retirement at least in part, but employers surveyed are most likely to rely on personal investments in IRAs, stocks and mutual funds, the release said. In addition, less than 40% of employers said retirement plans are crucial in attracting and retaining employees versus nearly 60% of employees. Nearly half of employees surveyed said they believe Social Security will not be around when they retire, where two-thirds of employers said they believe it will.
Female owners in general are less confident in retirement preparedness than male owners (39% vs. 58%) and are less likely to have personal investments like an IRA (44% vs. 55%), stocks (32% vs. 53%), and mutual funds (32% vs. 49%).
Both employers and employees have a lack of overall satisfaction with their retirement benefits. Only one out of four employers and employees reported being extremely/very satisfied with the retirement benefits offered by their company.
The survey was conducted online within the United States by Harris Interactive from July 26 through August 28, 2007 among 519 small business employers (including owners, partners CEOs, chairmen and presidents with 1-50 employees) and 1,147 full-time small business employees aged 18 and over.