Despite the tumultuous environment, most plan sponsors seem to be committed to staying the course, at least for now.
Tag: Enrollment participation
A Hewitt Associates study found plan sponsors could save as much as $25 million by cutting the 401(k) match, but it could also hurt participants' savings.
Plan sponsors and employees see some retirement concerns differently—including access to financial advice, a new study by MetLife suggested.
Newkirk unveiled enrollment communication called AutoBook, which is designed for qualified automatic contribution arrangement (QACA) and eligible automatic contribution arrangement (EACA) plans.
Ernst & Young said its Financial Planner Line saw a dramatic increase in employee inquiries about penalties and tax implications associated with early withdrawals from 401(k) plans.
Those in target-date funds are younger, make less money, and have smaller account balances than those not choosing the options.
A new study casts doubt on reports that the softening economy and tumultuous markets are having a significant impact on participant savings rates.
At a time when some employers are suspending their 401(k) match to save money, a new research study suggests the match is a “critical component″ of pushing up participation rates.
About two-thirds of workers in a new study identified a defined contribution plan as the most important component of their retirement savings.
Charles Schwab’s 401(k) plan benchmarking data show employee participation and savings rates vary according to employer industry and employee salary level.
ijoin has introduced a new turnkey 401(k) enrollment solution it says will offer greater efficiency and effectiveness while helping participants make sound investment choices.
The growing popularity of automatic enrollment in defined contribution plans – and target-date default choices in those plans – should fuel a surge in retirement plan assets, according to a new report.
While the trend might only affect less than 1% of 401(k) participants, a spike in withdrawal requests and deferral rate decreases to zero percent should still be a cause for concern for plan sponsors.
403(b) plans are lagging in employee participation and plan features to incent participation, according to research from PLANSPONSOR.
The October 2008 Issue Brief from the Employee Benefit Research Institute (EBRI) indicates that workers with lower educational attainment have lower levels of retirement plan participation.
In keeping with trends across the industry, Prudential Retirement saw participants in its plans moving away from equities in the latter part of 2008.
Participants in defined contribution plans might benefit from re-enrolling into a qualified default investment alternative (QDIA), according to a Vanguard study.
In order to encourage Americans to make saving for retirement an everyday event, the government is set to dedicate a whole week to it.
Motivating employees to participate in the plan requires creative strategies—from serving cookies to visiting the oil rig where they perform their job.
401(k) plan sponsors have a genuine interest in helping participants, says Cynthia Egan, President of T. Rowe Price Retirement Plan Services.