The Securities and Exchange Commission (SEC) is taking a hard look at retirement products, including the positioning of target-date funds.
Asset-allocation fund solutions have, to put it mildly, exploded on the retirement plan scene—aided in no small measure by the sanction of the Department of Labor’s final regulations regarding qualified default investment alternatives (QDIA).
The selection of a qualified default investment alternative is one of the most important plan sponsor investment decision because of how many participants it may affect.
Somewhere in the course of your professional life, you have no doubt heard (or used) the expression about what happens when you assume1.
Sitting in the audience at the ASPPA/DoL Speaks conference last week, I was reminded just how disruptive it can be to have a new boss.
When it comes to employee benefit plans, there’s a new sheriff in town.
Schiff Hardin LLP has announced that former assistant secretary of labor for employee benefits Bradford P. Campbell joined the firm’s Washington, D.C., office in the Employee Benefits and Executive Compensation and ERISA Litigation groups.
If you want to get a quick sense of just how fast time flies, consider that it was only a year ago this week that Lehman Brothers filed for bankruptcy.
When it comes to qualified retirement plans, there are three kinds of people: people who are fiduciaries and know it, people who aren’t fiduciaries and know it, and people who are fiduciaries and don’t know it.
As a kid, I remember sitting in church listening to a sermon about what I have since come to know as the “parable of the talents,” found in the book of Matthew in the New Testament.
Testifying before the U.S. Department of Labor’s ERISA Advisory Council, James King, Jr., vice president and head of Prudential Retirement’s Stable Value Markets Group, urged that stable value products be classified as a qualified default investment alternative (QDIA) for employee retirement plans.