Financial planning

The aging of the U.S. baby boom generation may slow an already weak recovery as boomers sell stocks to pay for retirement, according to research released Monday from the San Francisco Federal Reserve Bank.

Four years from now, the median account balance of a defined contribution plan assets will reach $150,000, up from $100,000 today—a decent-sized nest egg by most standards, but a far cry from the $1 million or more experts say is needed to sustain a retiree’s lifestyle and health care costs.

In light of the recent market volatility, a new report from Fidelity Investments analyzing the performance of 401(k) balances between Oct. 1, 2008 and June 30, 2011 is quite telling — giving a testimonial to the value of sticking with the stock market even amid the worst declines.

Although employers are growing more comfortable with auto-enrolling employees in a retirement plan — 40% of employers do so, statistics show — retirement income products are a relatively new frontier, and the products have yet to gain traction among plan sponsors.

Middle-income Baby Boomers, those earning between $30,000 and $74,000 are vastly underserved in terms of preparing for retirement, according to a new report from the Insured Retirement Institute, “Middle-Income Boomers and Retirement: Tapping the Significant and Underserved Middle-Income Market.”

A recent report from HSBC shows that people across the West -- including the U.S. -- are generally pessimistic about their retirement prospects while those in the East are relatively optimistic. And yet, by every objective measure, citizens in Western developed countries control significantly more assets per capita than their counterparts in Eastern emerging economies. This inconsistency begs the question: Are we ever satisfied?

The U.S. Department of Health and Human Services issued guidance on how a plan sponsor can demonstrate that it is not using reimbursements received under the Early Retiree Reinsurance Program as general revenue by maintaining the level of its contributions to the plan. Leeds & Schoner take you through the loops.

Rather than offer the complete lineup of a target-date series in their 401(k) plan, sponsors are selecting only those funds that fit the age and demographics of their employees. This could result in under-funded target-date funds that could put the entire lineup in jeopardy, according to a new report, “Trends in Date-Date Portfolios on Recordkeeper Platforms,” from Financial Research Corp.

Rather than focus on the traditional notion of saving for retirement, asset management firms serving affluent investors with a minimum of $100,000 to invest and who are between the ages of 40 and 60 should understand that most of these people never intend to leave the workforce, according to Hearts & Wallets.

Even before the events surrounding the U.S. debt ceiling deal and downgrade, affluent investors’ concerns about how long their retirement assets will last was rising, according to a new Bank of America Merrill Lynch survey conducted in June.

Default retirement options can be a good thing; they give employees a chance to gain benefits without having to stress over choices. But, they can also be a bad thing; not all default options fit individual employees’ long-term goals or plans.

Women are less likely than men to concentrate on financial planning, according to a new survey on financial wellbeing and health.

Despite arguments that retirees should be exposed to equities in order to bring enough growth in their portfolios to last throughout their retirement, Morningstar’s president of the investment management division, Peng Chen, argues in a new article that retirement portfolios must include a conservative bent that includes longevity-insurance products.

Simply stated, offering employees retirement education is the right thing to do. Retirement plans are complex and not easily understood by the average employee. More employees would participate in corporate retirement plans if they understood them better. If you are offering a 401(k) plan to your employees, but not sharing the value of the plan or how to use it properly, you aren't really committing to a solid retirement program.

The majority of employers want to prepare employees for a financially secure retirement, but have found educational campaigns unlikely to result in substantial changes in behavior. Employers walk a fine line when they implement automatic features; some argue that they enable lax saving habits and investment ignorance by funneling participants into plans automatically.

The decline in property values across most of the country, a prolonged recession, and plain old negligence and shortsightedness on the part of American workers have all combined to make retirement more a fantasy than a reality for tens of millions of baby boomers.

Investment strategist says debt ceiling deadline presents no real cause for concern for investors.

The Department of Labor has slightly delayed the deadlines on significant new affirmative obligations for fiduciaries of retirement plans subject to the Employee Retirement Income Security Act.

Employers are feeling confident about their financial futures and that means more new hires, fewer layoffs, and an increase in retirement benefits and reinstatements of certain benefits, according to the 12th Annual Transamerica Retirement Survey released Tuesday.

Americans are expecting to retire later and work throughout it, according to a study sponsored by SunAmerica Financial Group in collaboration with Age Wave.