Banco Popular de Puerto Rico

Are you making retirement plan decisions using a prudent process? Do you always put the interests of plan participants ahead of the company's when considering plan issues? Here are some best practices related to decision-making and documentation.

In the retirement plan arena, the Pension Protection Act of 2006 was a game changer for defined benefits plan sponsors - it altered the way in which the value of lump-sum offerings was calculated, making lump-sum payouts a more attractive solution for plan sponsors seeking ways to reduce the risks associated with their DB plans.

Because alternative investments, such as private equity, hedge funds and real assets, are typically accessed though a limited partnership structure, retirement plan fiduciaries are charged with more extensive due diligence as compared to monitoring daily valued mutual funds or separate accounts.

Are your retirement plan fees market-competitive? Fees don't necessarily have to be the lowest cost, but they do need to be reasonable.

Top down management support is a prerequisite for any change in the obsessive email behavior that’s damaging our collective well-being and impairing our ability to focus, writes Shani Magosky.

Rising interest rates and strong stock market performance have improved funding ratios for DB plans and created an environment in which plan sponsors can — and are — acting decisively to mitigate risk.

Everyone appreciates a little recognition for their professionalism, their dedication to their work and to their employees … and the world of benefits decision-makers is no different. It’s once again time to take a moment and see if this is the year you – or one of your colleagues – might be the right pick for our annual Benny Awards.

How does your investment fund line-up compare to the market? Do you have too many investment options or too few? Regular blogger Robert C. Lawton outlines some best practices with regard to investment menus.

Benefits administration technology will never replace human interactions, such as the one-on-one new hire orientation, or open enrollment meetings, but the right kind of platform can be an effective tool to reinforce benefits messaging, help employees make smarter decisions, and communicate the overall value of your benefit programs.

Many wellness models are based on mythology. Myths like all plans should have disease management, or everyone needs to work on heart disease prevention. How to get past the noise and on to effective interventions? Look closely at your own group – its people, its illnesses, and its work environment.