…be educated consumers of 3(16) fiduciary services. Running a qualified retirement plan for employees is like running a business for clients. Just as with a business, the administrative responsibilities and liabilities of operating a plan are significant. The Department of Labor (DOL) views all business…
…aircraft, but it certainly is helpful if he or she wants to jump a second time. Such is the nature of an IPS. There is no law to point to that says a plan must have a written IPS. However, the Employee Retirement Income Security…
…101, “Expanding automatic enrollment in retirement plans,” of the newly enacted SECURE Act 2.0 of 2022 is intended to build on that idea. Beginning with the 2025 plan year, newly established 401(k) and 403(b) plans must automatically enroll employees in a certain type of eligible…
“Everybody makes mistakes – that’s why the invented erasers,” goes the old saying. And while the Internal Revenue Service (IRS) may not enjoy an image of being cheerfully understanding of errors, it recently made some significant alterations to its Employee Plans Compliance Resolution System (EPCRS)…
…minimis financial incentives to employees to encourage employee deferrals in 401(k) and 403(b) plans. This provision is optional and could be used as early as 2023. It’s likely that a plan amendment would not be necessary. Financial incentives could include such things as a small-value…
…owner or beneficiary for QCD purposes is a person who has attained age 70 ½ or older, and has assets in traditional IRAs, Roth IRAs, or “inactive” Simplified Employee Pension (SEP) IRAs or Savings Incentive Match Plans for Employees (SIMPLE) IRAs. Inactive means there are…
…contributions. Your role as a trusted advisor is crucial to both your relationship with the plan and plan sponsor, but also to help employees navigate past their own biases. Talk to us about expert plan design and plan communications that can help drive better outcomes….
…increasing employee participation. And we know that benchmarking reports generally don’t address these things either. We also know that much of the work we do is behind the curtain – clients don’t see it. And, what they don’t see, they may not value. That’s why…
…need. Plan designs can vary in important ways. For example, depending on the plan: contributions can be discretionary or mandatory. They can favor older employees over younger ones. They can accumulate a balance like a 401k or a promised benefit as in defined benefit plan….
…help set yourself apart. Talk to us about how we can help you showcase your approach to helping clients achieve the outcomes they seek for themselves and their employees. It’ll set you apart from the pack and help set the foundation to grow your business….
…plan will help you customize it. What does financial wellness mean to you? A 401(k) is a savings vehicle, but you can also use it to help educate employees to be healthier in all aspects of their lives. Are you familiar with different ways we…
As an employer, implementing Auto-Enrollment features can help to shift employees in the direction of retirement savings while still allowing the freedom to make their own choices. Join us as we discuss what you need to know to implement or improve upon auto-enrollment features, including:…