401(k)

While it’s widely assumed that defined benefit plans provide better retirement benefits than defined contribution plans that might not always the case.

Commentary: How do we help employees get to the point they can feel they can retire, asks columnist John Ludwig.

As the Department of Labor hears from the retirement plan services industry this week during hearings into its proposed fiduciary rule, new research reveals many 401(k) plan sponsors are eyeing formal reviews of their plans.

Complete, ongoing coverage on the Labor Department's hearings on its proposal to impose fiduciary requirements on retirement advisors from SoureMedia's Financial Planning, On Wall Street, Employee Benefit Advisor and Employee Benefit News.

Of the many industry critiques of the Department of Labor's fiduciary proposal, one of the most oft-repeated is the assertion that new regulations would cut off access to advice for low- and middle income investors — precisely the segment of consumers the initiative aims to protect.

Commentary: With employees fighting back and winning against high fees and a new fiduciary standard on the way, we’re on the cusp of some radical changes to the corporate retirement landscape.

The Plan Sponsor Council of America outlines its concerns over the DOL’s proposal to impose fiduciary requirements on retirement advisers.

In its first day of hearings about the proposed fiduciary rule, the DOL has heard testimony from advisers, legal experts and other industry representatives — many seeking revisions to minimize the ‘burden’ of the rule’s future implementation.

Concerns about over-regulation and accusations of industry cynicism led the opening of the Labor Department's hearings on its proposal to impose fiduciary requirements on retirement advisers — the latest phase of its contentious process to craft new rules on consumer protections.

Employers are realizing that employees really respond when they not only promote their company retirement plan, but contribute to it.

Employees may express interest in annuities, yet few retirement plan sponsors are rushing to offer them within their 401(k) plans.

Advisers are needed now more than ever to help individuals reach their retirement goals as employees assume the responsibility of managing their financial future.

Commentary: Adopting a new approach to participant communications that factors in the unique characteristics of each generation, as well as the specific needs and preferences of each individual, is key to building and sustaining business.

While a majority of both public and private employees have access to retirement plans, new research points to major differences in the number of those who actually participate.

Commentary: Stretching a match has strong appeal for companies that have identified a retirement benefit philosophy that prioritizes the ability of its employees to retire with the right replacement ratio.

More and more employers are looking to ensure the retirement readiness and financial wellbeing of their employees, as financial stress has shown to make a significant impact on both the physical well-being of employees and their workplace productivity.

Many believe the DOL has gone about its fiduciary rule-making in the wrong way and fear the rules, as proposed, will do more harm than good.

Industry trade groups and associations flooded the DOL with suggested amendments and revisions to its proposed fiduciary rule, ahead of the July 21 deadline for comments.

As the baby boom generation approaches retirement, employers will need to ask themselves what role a highly experienced, part-time workforce can play in their organization.

As the White House kicks off its Conference on Aging this week, one financial services vendor is launching a new education program for its plan sponsor clients focused on creating greater awareness of the nation’s aging population.