…are in compliance, evaluating plan fees, evaluating overall plan design in terms of peer and competitive considerations, benefits strategy and coordination across all plans, and also, in terms of your retirement programs’ ability to help participants enough to attain retirement security. WHAT FACTORS SHOULD BE…
The new fee disclosure rules are designed to make the process easier for both plan sponsors and participants to compare plan costs and fees, and whether or not these fees represent good value for the services being provided. WHAT TYPES OF PLANS DO THE DISCLOSURE…
…in which case the cash value of the insurance becomes subject to the claims of the employer’s general creditors. DESIGNING AN EXECUTIVE BENEFIT OR DIRECTOR PLAN Designing an effective executive or Director benefits program begins by analyzing which employees are being impacted by IRS limits,…
When to Set Sail with Safe Harbor You already know that a 401(k) is a very popular retirement plan and, like other plan designs, it allows employees to take advantage of tax deferrals on contributions and earnings while their money accumulates for retirement. To enjoy…
…better plans. Innovative plan designs that include student-debt repayments (as Abbott Laboratories famously did last year), health savings account contributions and others are now being examined by employers big and small, conservative and not-so-conservative. Think about re-evaluating your 401(k) plan design this year to determine…
…flexibility in getting the exact qualities and features we want. In retirement plan terms, that can be a good way to think about the difference between a bundled solution and an unbundled solution. In a bundled approach, the client typically accepts a standardized plan design…
…plan design flexibility. These plans can be especially helpful if clients are close to retirement age, but they’re not for everyone. Unlike profit-sharing plans with discretionary contributions, Cash Balance plans do require a mandatory annual contribution. That tends to favor professionals with an income that’s…
…how difficult it is for many people to establish a plan to make it happen. There isn’t a silver bullet to financial wellness, but it’s important to recognize that part of good retirement plan design is ensuring that the people for whom it’s designed can…
…in the future. Things like providing additional employee education regarding the value of saving for retirement, introducing plan design features such as adding a 401(k) safe harbor, adding auto escalation of contributions, auto enrollment, or enhancing the matching formula can improve a plan’s test results….
…have the plan design conversation? Cash Balance 101. Our virtual classroom is open and we want to provide you with the knowledge you need! Core Curriculum Plan Design best practices Strategic selection – which clients may be the best fit and why Talking points for…
…that most employers do not regularly redesign their plans.) Even if your employer does not have the most progressive plan design, there are still ways that you can make the plan work better for you. The shift towards individual participants taking more ownership of one’s…
…must receive no direct or indirect compensation for maintaining the plan other than a reasonable reimbursement of expenses incurred to operate the plan. WHY THE CONFUSION? The 401(a)/403(b) plan design is common in the not-for-profit market. When a not-for-profit employer has a 403(b) and a…