Amy Ouellette

TPAs are critical for small businesses that often need hands-on support and custom retirement plan designs to support their growth.

Plan sponsors will need to pull together details involving non-discrimination testing and government reporting, as well as recordkeeping and pre- and post-transfer documentation.

Financial education in a digestible format and workplace culture pique their interest, while auto enrollment is especially effective at getting them to save.

With IRS guidance on new 401(k) eligibility rules still pending, now is the time to help expand workplace savings plans to include loyal part-time employees.

To achieve a purpose-driven life after work, critical questions must be asked to seed difficult conversations.

Procedures that minimize pain points on plan corrections will help sway anyone who is still on the fence about this hot topic.

By focusing on certain key areas, retirement plan sponsors can make the most of this annual process.

Deciding against auto-enrolling employees in retirement plans is a big miss benefit managers keep making.

Deciding against auto-enrolling employees in retirement plans is a big miss benefit managers keep making.