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The much-anticipated rule that provides a new definition of who is a fiduciary was released by DOL this week to much fanfare. And while most people agree there wont be much impact on plan sponsors, there are passionate groups on both sides of the aisle fighting for or against this new proposal.
Commentary: Both fiduciary and non-fiduciary advocates are likely to find some language that appeases them in the Labor Department's new Proposed Rule to greatly expand the application of fiduciary duties to those who provide investment advice to most qualified retirement plans and IRA accounts but both sides will also find language which causes much concern.
Commentary: The new proposal will provide greater transparency regarding fees and a uniform definition of who is a fiduciary.
Commentary: Administration's headline on fee disclosure speaks for itself, but meanwhile, keep an eye on two more decisions on adviser fee disclosures that are on the horizon, says EBA Advisory Board member Jerry Kalish.
The Department of Labor on Tuesday unveiled its much-anticipated rule proposal extending a fiduciary standard to thousands of brokers and advisers providing investment advice to clients on retirement accounts but details on enforcement were still forthcoming.
Anyone who works with people knows the positive effect offering high-quality employee benefits can have on a workforce. They attract the best potential candidates for new jobs and foster a sense of loyalty and support among current staff, in addition to other things.
Employees and employers need to make sure their 401(k), 403(b) and 457 plan assets are in the right allocations for where they are in life, and that means revisiting those allocations on a regular basis.
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?
Employees say nothing in their total rewards package stands out, and this perceived lack of differentiation could be damaging employers attraction and retention efforts.
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.
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.
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.
Designing the ultimate defined contribution plan isnt just about the investments chosen to be in the plan. It is about strategy, a companys mission and core values and the demographics of the workers being served by the plan.
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.
Political and financial pundits alike have talked about a retirement gap or even crisis for years. But as the demographic skews older the crisis is becoming more real.
As 403(b) plans look more like 401(k)s, plan sponsors are turning to advisers to help with plan design and administration.
