New Yearís resolutions arenít just for dieters and exercisers. The start of a new year is an ideal time for retirement plan sponsor to assess the effectiveness of their plan. Virtually all plan sponsors have areas that are ripe for improvement.
Reflecting on the challenging and exciting changes to employee retirement plans in 2014 - from the myRA to fee disclosure rules - plan sponsors and advisers certainly had their hands full.
With 2015 fast approaching, employee benefit decision makers are scrambling to ensure that they stay ahead of the curve Ė particularly as the Affordable Care Actís employer mandate kicks in next month.
The Supreme Court is slated to hear the Tibble v. Edison case in 2015, which promises to be a landmark ruling for the corporate retirement space.
How can employers get more out of their wellness programs without also growing their budgets?
Historically, financial planners have advised that retirees could expect to derive their retirement income from three sources: Social Security, corporate retirement plans and personal savings. That might not be the case anymore.
Biometric screening offers value in identifying employees at risk for heart disease, diabetes, and other costly and debilitating chronic conditions. However, employers will probably not see a return on their investment if their employees donít act on the results.
Does the rising use of HSAs pose a threat to the 401(k) as the deferral vehicle of choice? The two products can work hand-in-hand to position employees for a better future, if implemented effectively.
There has been debate about whether Michigan technically qualifies as a battleground state in political elections, but whatís clear is that it provides insight into the HIX market impact on small employers in terms of both health plan costs and selection.
With the help of predicative analytics, employers, and more importantly their HR and benefit departments, are now able to better administer health and benefit plans to their employee populations.
End-of-year reviews of retirement plan success strategies should also include a candid examination of the job a plan adviser has been doing. Here are some benchmarks to help with that process.
As the Affordable Care Act moves forward, benefits enrollment and management will increasingly be done online. While there hasn't been a major breach in the benefits world yet, the risk is very real.
There are several key areas where an employer can experience savings from a wellness program, says Retrofit's Jeff Hyman. The CEO shares several ideas on how to get started, including which data sets are most worth measuring.
Organizations that approach severance programs proactively are better equipped to provide the best resources for employees who leave the company.
While 401(k) plans may not be the perfect retirement plan vehicle, they do have a number of important attributes that most probably take for granted.
This Thanksgiving, before you enjoy a few days off with family, friends, and a mountain of turkey, make sure you show one group of people just how thankful you are for them: your employees.
Tailoring a voluntary benefits plan to better suit the very different needs of workers with entirely different generational goals and objectives can be challenging, but the payoff is better participation.
Applying the appropriate technology to boost benefits engagement may also require managers considering that technology in light of consumerism, compliance, cost and culture.
Sound investment advice is hard to come by. Here are four ways to tell if you and your investment committee are getting good investment advice from your adviser.
Any benefits technology employers adopt should always engage and educate employees throughout the entire benefit experience. Donít offer access to technology simply for technologyís sake.