Diversions August 30, 2012

Tablet Computers Could Be Culprit in Insomnia

If you’re having trouble sleeping, you might want to rethink reading or playing games on a backlit electronic device just before bed.
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Just two hours’ exposure to a device with a self-luminous backlit display—a Kindle, iPad or other tablet computer—can cause a suppression in melatonin, which in turn could lead to trouble falling asleep, according to a study from the Lighting Research Center at Rensselaer Polytechnic Institute. Melatonin, a hormone secreted by the pineal gland in the brain, helps regulate sleep cycles.

A research team tested the effects of self-luminous tablets on melatonin suppression. To simulate typical usage of the devices, 13 individuals used them to read, play games and watch movies. The results showed that two hours’ exposure to light from an electronic display caused a 22% decrease in melatonin production, which can affect the ability to fall asleep.

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Technology developments have led to bigger and brighter televisions, computer screens and cellphones, according to one researcher on the study. In order to produce the light that keeps the screen lit, the device emits light at short wavelengths, potentially delaying the onset of melatonin or suppressing the hormone’s production in the evening. The result? Falling asleep later and possible disruptions in a night’s sleep.

An hour’s exposure to light from the tablet did not seem to have a significant effect on melatonin production. However, after a two-hour exposure, there was significant suppression.

The results could urge manufacturers to design more circadian-friendly devices that either increase or decrease circadian stimulation depending on the time of day, reducing the amount of light stimulation in the evening for a better night’s sleep, and increasing it in the morning to encourage alertness.

But until then, the researchers have some recommendations for using tablet computers: dim the devices at night as much as possible, and if using them before bedtime, limit the amount of time.

 

Data & Research August 29, 2012

Executives Need Help Filling Retirement Income Gap

The typical executive will only be able to replace about one-quarter of pay during retirement through Social Security and a 401(k) plan.
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The Todd Organization estimates that an executive earning $300,000 annually who plans to retire in 20 years will receive less than 30% of final pay from Social Security and maximum participation in a qualified 401(k) plan.  

The retirement planning gap is daunting for many executives, particularly those affected by the Internal Revenue Service’s (IRS) $17,000 annual limit on individual contributions to a qualified 401(k) plan, The Todd Organization said in “Executive Benefit Plans: Has the Pendulum Swung Too Far,” its first in a series of thought leadership pieces. The report suggests executives strive to have retirement income that will replace 80% of their final pay, adjusted for inflation, over a period of 20 years or so.

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Amid today’s shareholder activism, it is crucial that executive benefits be strategically and effectively structured so they retain and attract quality executives, the organization said. Executive compensation does not just refer to the chief executive or other top leaders—anyone who makes more than $115,000 a year is a highly compensated employee, Rich DeVita, principal at The Todd Organization, told PLANADVISER. 

“We’re all living longer, we’re living healthier, that’s a good thing,” DeVita said. “But it comes with the challenge of stretching our money. Participants need a place to save on a pre-taxed basis.”

The 401(k) by itself is an inadequate tool to replace the levels of income that “rank-and-file” executives will need in retirement, he said. In sponsoring an executive deferred compensation plan, employers must recognize that they are giving these executives a chance to save their own money. So how do they go about helping executives reach their retirement goals?

DeVita said employers should determine whether the 401(k) match and limit are adequate to help participants save enough for retirement. Many deferred compensation plans do not offer a match, for example, so he suggests companies mirror the 401(k) match.

“Employers can also extend the match past the [IRS’s] considered compensation limit of $250,000,” he added.

 

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