8 tough questions to ask your 401(k) investment adviser
Plan sponsors should inquire about their adviser’s compensation, professional credentials and educational background, says retirement expert Robert Lawton.
Benefits Think 401(k) best practices: employee education
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.
Benefits Think 401(k) best practices: employee education
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.
Benefits Think 401(k) best practices: plan design
Employers should auto-enroll employees, offer health savings accounts and provide financial education online.
Benefits Think 401(k) best practices: Investments
Plan sponsors should limit the number of fund selections, provide more fixed income choices and offer index options.
10 key features of a retirement-ready 401(k)
Auto-enrollment, auto-escalation, participant investment advice and Roth 401(k) availability are among the important traits of a plan.
11 changes employers will make to 401(k)s in 2018
More employers will stretch matching contributions, include HSA information in education sessions and incorporate behavioral economics/finance elements in plan design.
Benefits Think 401(k) best practices: decision-making and documentation
Plan sponsors should document meetings, put employee needs first and ensure they have a properly structured retirement plan committee.
Benefits Think 7 ways plan sponsors can monitor 401(k) fees
Using lowest-cost share classes, performing an annual investment fund review and distributing required fee notices are among best practices.
11 changes employers will make to 401(k)s in 2018
More companies will stretch matching contributions, include HSA information in education sessions and incorporate behavioral economics/finance elements in plan design.
Benefits Think 7 ways plan sponsors can monitor 401(k) fees
Using lowest-cost share classes, performing an annual investment fund review and distributing required fee notices are among best practices.
Benefits Think Top 401(k) trends for 2018
More employers will stretch matching contributions, include HSA information in education sessions and incorporate behavioral economics/finance elements in plan design.
Benefits Think How employers can help workers better prepare for retirement
Plans sponsors can remove many of the barriers that prevent employees from taking full advantage of 401(k)s.
How (and why) employers should encourage active management in 401(k) plans
Plan participants should review a full market cycle, index efficient asset classes and eliminate closet indexers.
Benefits Think How to help 401(k) participants become better investors
Employers should give employees a risk assessment quiz every year, offer free and basic investment advice and adopt an auto-enrollment provision.
Benefits Think 4 reasons to be thankful for 401(k)s
The retirement plan gives employees freedom to direct investments and to accumulate savings.
Benefits Think 4 reasons to be thankful for 401(k)s
The retirement plan gives employees freedom to direct investments and to accumulate savings.
9 improvements Congress should make to 401(k)s
Retirement readiness would vastly improve by requiring auto features, increasing HSA contribution limits, and outlawing participant loans, among other recommendations, says adviser Robert Lawton.
Benefits Think Limiting Pre-Tax 401(k) contributions would have helped employees
By leaving retirement accounts as is, Congress missed an opportunity to help workers who have not saved for the future.
Benefits Think Congress: Consider these 401(k) improvements to help employees
Retirement readiness would vastly improve by requiring auto features, increasing HSA contribution limits, and outlawing participant loans, among other recommendations, says adviser Robert Lawton.