DoL

Advisers can help employers pay close attention to these items to avoid catching the eye of the DOL.

Plan sponsors should stand their ground to discourage plaintiffs from pursuing more lawsuits, says one expert.

With the final rule about to be released, here’s why advisers may regret delaying their preparation for the new regulation.

Labor Secretary Thomas Perez and other political luminaries are set to announce the regulation that many believe could usher in unprecedented change in the financial services industry.

Lawsuits can’t be avoided, so advisers should focus on helping clients improve their processes, one expert says.

U.S. Secretary of Labor Thomas Perez unveiled new requirements governing adviser and employer arrangements regarding organizing.

As the Department of Labor’s proposed “white-collar” rules move closer to becoming final this summer, with an effective date 60 days later, we take the opportunity to explain further what these new regulations will mean for employers.

Regardless of what the final Department of Labor regulations say about fiduciary responsibility, sponsors should not hire or continue to work with an adviser who will not sign on to the plan as a fiduciary.

Industry experts say the new regulations will be announced soon, but many benefit brokers are hoping its release is pushed back.

Employer clients that have yet to start preparing for the proposed changes are already falling behind, lawyer Tammy McCutchen said during SHRM’s legislative conference.