DoL

From overtime rules to biometric timekeeping, a patchwork of laws and regulations can make compensation benefits a tricky business for employers.

New rules from the Department of Labor are helpful, but they should be loosened up further so employers can save money and provide better insurance to employees.

This does not mean that plan sponsors and committee members cannot insist on getting non-conflicted fiduciary advice; it just makes their job harder.

Plan sponsors and advisers: “It is important to realize that three or four years from now, what is done today will be examined, and it needs to be done with a good standard of care and mitigation of conflicts of interest.”

Plan sponsors and advisers: “It is important to realize that three or four years from now, what is done today will be examined, and it needs to be done with a good standard of care and mitigation of conflicts of interest.”

This does not mean that plan sponsors and committee members cannot insist on getting non-conflicted fiduciary advice; it just makes their job harder.

New rules from the Department of Labor are helpful, but they should be loosened up further so employers can save money and provide better insurance to employees.

To the ire of some advisors and trade groups, states are getting in the retirement offerings space. Lawsuits are sure to follow.

Plan administrators who make foolish mistakes are begging for an invasive audit from the IRS or Department of Labor. Here are some common errors that will trigger your plan’s worst nightmare.

From overtime rules to biometric timekeeping, a patchwork of laws and regulations can make compensation benefits a tricky business for employers.