Committees and plan sponsors alike have discussed ways to improve their investment menus over the last several years as a way to help drive successful retirement outcomes for employees. Regulatory changes, market instability and large numbers of investment options have led plan sponsors to devote more attention to their plans’ investment menus. What steps can committees take to help the problem that has plagued so many participants over the years? …

Millennials are often portrayed as job-hopping, entitled employees yet they are hard-working and loyal if they believe their companies are investing in them in ways they value.

Employees say nothing in their total rewards package stands out, and this perceived lack of differentiation could be damaging employers’ attraction and retention efforts.

As one of the nation’s largest producers and transporters of energy and with thousands of employees spread out across the country, there is a lot riding on the health of the employees at Dominion Resources.

The Affordable Care Act has had one unintended consequence for small businesses. It has prompted employers to beef up their retirement benefits as a way to attract and retain good employees.

Even when using a TPA, plan sponsors must retain documentation for loans and hardship withdrawals, IRS says.

Employers around the world are pushing free transparency and seeking better investment outcomes for their workers, which is leading to a greater availability of low-cost investment options in employer-sponsored plans.

Top- rated states and localities have shortchanged payments to retirement plans as rallying stocks ease the funding pressure while services such as schools and crumbling infrastructure scream for resources.

Time was when the word marketplace conjured up images of village locals peddling their wares to eager residents, or tourists looking to sample native foods or purchase artistic creations from an open-air market nestled within a quaint town.

Given the pressures of everyday work, employees from different generations will likely experience anxiety, depression and performance issues in very different ways.

Enrollment in private health care exchanges hit 6 million for the 2015 plan year, according to Accenture — doubling the 3 million figure from 2014. Most of the growth is in the mid-market segment.

The psychological effects of unemployment can have long-lasting effects on workers and employers may want to bear this in mind when assessing job candidates.

Modestly higher equity markets in the first quarter of 2015 were not enough to offset the effects of lower interest rates, resulting in lower pension funding ratios among U.S. defined benefit plans.

Employees of all ages want disability coverage, but rising health care costs, stagnant wages and cost-shifting keep participation rates low.

Designing the ultimate defined contribution plan isn’t just about the investments chosen to be in the plan. It is about strategy, a company’s mission and core values and the demographics of the workers being served by the plan.

Commentary: Additional benefits or coverages that adapt to an employer’s needs can create a niche offering that often can help employers think holistically about their employees’ financial future, says The Standard’s Breanna Scott.

Pension and benefits administrators are needed more than ever to both guide and direct their employees towards healthy retirement savings and lifestyles.

Employers are increasing the amount of their retirement plan contributions, a move industry experts say has also led to increased account balances and plan engagement.

Neuroeconomics is a combination of economics, neuroscience and psychology and it can affect how employees make investment decisions in their 401(k) plan.

Nobody is sure what the economy will do in 2015, but investment fund managers remain positive about investments in equities and alternative assets over the long-term.