While outsourcing is a dirty word for many U.S. workers, most organizations that outsource benefits administration do so not to reduce HR head count, but rather to achieve legal compliance, reduce burdens on internal staff, gain efficiencies and gain access self-service technology.
Employees are much more fearful of making bad investment decisions than they are of doing nothing and missing out on a potentially good investment, leading many to invest too conservatively in their 401(k) plans.
Employees who experienced negative interactions with their manager had a decreased sense of connection with their employer and were less motivated to return to work following a disability.
Millennials' lower net worth, combined with a mindset that a disabling condition will never happen to them, makes them ideal candidates for disability insurance.
However employers decisions have been determined by the Affordable Care Act, the reasons to continue investing in employee health and productivity remain.
Recently the U.S. Supreme Court announced that it will review Fifth Third Bancorp v. Duddenhoeffer, a case about the appropriateness of offering company stock in a 401(k) plan.
While the intent of DOL fee disclosure regulations was to benefit retirement plan participants, results indicate there is much left to be desired. Employees have no idea what to look for or what their 401(k) fees even mean.
From ignoring chronic disease to failing to align vendor and employer goals, defined-contribution health strategies through private exchanges are not right for every employer.
The short-term motivators and health advice typical of wellness programs provide general benefits across an employee population, but people needing sustained weight loss require concentrated behavior change assistance specific to their condition.
Some 403(b) plan sponsors believe that if they are exempt from ERISA, they cannot be held accountable as an acting-fiduciary. This is a misconception.
A good 401(k) benchmarking report is more than just a comparison of investment and management fees you and your employees are paying.
Wellness enthusiasts and skeptics alike can find things to back up their views in the PepsiCo wellness study, published recently in the journal Health Affairs. But the wellness debate is far from over.
In this commentary, one retirement plan adviser says government efforts and taxpayer funds would be better directed to educating employees on the importance of contributing to their 401(k) accounts and providing additional tax incentives for those few employers that have not already established a 401(k) plan.
Following President Obamas fifth State of the Union address, the International Foundation of Employee Benefit Plans closely examined the key takeaways that will affect the employee benefits industry.
As you work with your investment adviser on the content of your annual 401(k) plan employee education sessions, now is the time to determine whether it makes sense to re-enroll all of your participants into your Qualified Default Investment Alternative funds.