A recent alert from the Securities and Exchange Commission emphasized how easily and quickly false information can be spread via social media by market manipulators who may be posing as legitimate or trusted sources of information. Plan sponsors may want to communicate this information to their 401(k) plan participants.
Employees will play fantasy football and will do it in the workplace. It is incumbent upon HR and benefit managers to find ways to keep employees engaged and let them have some fun. But it’s also important to develop guidelines.
Despite the ever-changing world, ERISA remains strong and steady. The average American worker is far better off because of ERISA, which has held up remarkably well over the past four decades.
Exchanges are creating a significant distribution shift in the benefits marketplace -- specifically, increased choice, changing funding mechanisms, defined benefit or defined contribution, and opportunities for new product offerings.
With such a wide range of opinions about how much money employees need to save for retirement – estimates vary from eight to 25 times final pay – it can be hard for participants to know what to aim for.
The U.S. Securities and Exchange Commission recently adopted amendments to the rules that govern money market mutual funds. Two of the changes could affect how you manage your 401(k) plan.
In this time of increased competition, razor thin margins, and the pressure to out-innovate the next guy, companies would do well to look at the power of their company culture as the unique advantage that it is.
It appears that slackers, not hackers, are mostly responsible for the invasion of health care records - and the overly curious (or bored) employees who are the culprits can cost employers millions in HIPPA fines.
Making the choice between TPAs serving as 3(16) fiduciaries or going with retirement planning advice in a 3(21) or 3(38) can help make financial management of a 401(k) plan go more smoothly.
Employees need disability insurance and most employers are offering a group solution. But what can be done to enhance employees’ adoption of their available coverage?
The move to a private exchange could be difficult for employees who generally are not accustomed to making benefits plan decisions for themselves, or who balk at the potential of an increased out-of-pocket burden. It’s incumbent upon employers to guide them through the transition to help them accept the idea that having more power and choice is a good trade-off to taking on more risk.