Safe-harbor plan designs allow plan sponsors to avoid nondiscrimination testing and allow highly compensated employees to contribute more.
Tag: Plan design
The provider is enhancing its participant-facing digital offerings to drive participant behavior.
The program’s open-architecture design offers access to hundreds of best-in-class mutual fund families.
At the same time, employees in ESPPs are using company stock to address financial wellness needs.
The new solution aims to help advisers provide smaller plans with a “big plan experience.”
“Employers and their advisers stand to benefit from making it easy and convenient for these young adults to save and espouse constructive financial habits at a critical time in their lives,” EACH Enterprise says.
J.P. Morgan researchers offer an advanced look at a case study analysis suggesting a new approach to conducting adviser-supported recordkeeping RFPs.
PLANADVISER learns from Morningstar's research team about a new benchmarking service comparing 20,000 DC retirement plans to establish better comparisons of qualified plan costs versus IRAs.
The modeling tool assesses plan health and makes suggestions for improving it.
Advisers can help retirement plan sponsors design their plans and financial wellness programs to get participants to defer enough to receive the company's matching contribution.
With less than generous government retirement income provisions, Americans can benefit from effective advice about managing finances in order to contribute more to retirement savings plans.
Smaller plans traditionally have lagged behind large plans when it comes to embracing best practices under ERISA, but survey data shows the picture is changing.
Among those participating in a 401(k) plan, 70% or more say company matches would be very motivating to save more.
Elite retirement plan advisers are using new and proven tactics to meet the growing demands of plan sponsors in an evolving industry.
Plan sponsors' fear of plan lawsuits is highly correlated to willingness to discontinue a DC plan in favor of a state solution, LIMRA finds.
When DC plans were first launched, plan sponsors mostly viewed them as a tool to attract and retain employees.
The report from Mercer suggests designing smart systems to help ensure adequate savings given the many things competing for an individual’s paycheck and the lure of the immediate satisfaction over long-term security.
The bill would implement a voluntary retirement program for businesses with 50 or fewer employees.
In a notice, the IRS reminds retirement plan sponsors it no longer issues determination letters for individually designed plans.
The lawsuit says Waddell & Reed forced its own 401(k) plan participants to choose among an investment lineup almost exclusively made up of funds managed by the company or its affiliates.