401(k)

Contributing $300 a month to a 401(k) over 40 years with an average 7% return will result in more than $700,000. So the benefits are there, but do your employees know the details?

Making plans transferable from employer to employer can help clients attract and retain top talent.

Employees should look into filing for Social Security as soon as they retire to generate extra income and allow their spouse to delay and grow their retirement benefit.

Employees are likely to miss their retirement targets if they are helping their children and loved ones more than what they can afford.

If plan sponsors don’t use technology to create seamless plan-to-plan portability, they risk turning their accounts into islands cut off from other retirement plans.

Retiring at a time when the market is down is the biggest risk that employees will face. Here’s how to minimize the impact of a market slowdown.

Employees still have a few weeks to make deductible contributions to various retirement accounts, as well as health savings accounts, to reduce their 2017 tax liabilities.

Plan sponsors should connect with workers by integrating financial wellness concepts, including behavioral finance/economics elements, talking about loans and withdrawals and offering one-on-one meetings.

Plan sponsors should connect with workers by integrating financial wellness concepts, including behavioral finance/economics elements, talking about loans and withdrawals and offering one-on-one meetings.

Auto enrollment of 401(k) plans could have saved the Keystone State millions to help employees who failed to save for their post-work years.