Richard Stolz

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

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

With the cost of pharmaceuticals consuming an ever-increasing proportion of health benefit expenditures, many employers are responding by adding pricing tiers to their drug plan designs.

The IRS continues to seek industry input on the Affordable Care Act’s excise tax on high-cost employer-sponsored health plans.

What would you do differently if you could recreate your voluntary benefits program from scratch?

Employers offering high deductible plans – particularly those who have gone the full replacement route – still need to beef up their educational efforts.

Employers are becoming more proactive in asking hospitals to participate in The Leapfrog Group’s surveys.

A healthy if not spectacular jobs report from the Department of Labor supports mid-market employer plans to bolster training programs to keep employees from jumping ship.

There are more ways for defined contribution plan participants to gain access to professional investment management than by defaulting them into target-date funds or using a separately managed account.

What kind of employee takes advantage of the chance to select from potentially thousands of investment options available through a 401(k) brokerage account?