Retirement education

Although many defined contribution plan participants would benefit from setting aside more dollars in their retirement savings accounts, they at least are holding a steady course when it comes to tapping retirement savings prematurely.

The consultancy’s Web portal enables a variety of plans to be offered by employers, who are cutting back on benefits for retirees.

While there are several reasons pension plan sponsors are looking to address risk in their plans, reducing Pension Benefit Guaranty Corporation premiums remains a concern many plan to address in the coming year.

The roll-in is one of the more valuable, yet under-appreciated, 401(k) plan features.

Most 401(k) plan sponsors work with an investment adviser to help them manage their 401(k) plans. Many are unaware that it is reasonable to expect their investment adviser to help with various vendor management duties.

Educating employers and employees about retirement using a holistic approach, advisers say, has increased employee understanding and engagement in their benefit plans.

Commentary: Given the shifts in the industry, advisers also need to help plan sponsor clients think about retirement benefit programs from a different perspective, says T. Rowe Price’s Francisco Negron.

Having an effective employee engagement strategy is one of the most important components of running a successful retirement plan, says EBA columnist John Ludwig.

401(k) plans have spun a leak, as a growing number of in-service withdrawals are hurting retirement readiness.

The rest of the world is following the U.S. lead in embracing the defined contribution model of retirement savings plans, with America’s employer-sponsored plans taking a huge share of global assets. And with those huge assets come huge risks.

Annuity providers are putting on a full-court press to encourage employers to give serious consideration to incorporating lifetime income solutions to their defined contribution plan participants.

One-on-one coaching, auto features are keys to saving for the future.

As traditional defined benefit plans go the way of the dinosaur and 401(k) plans take their place, plan sponsors should keep an eye on the next 15 years as the first generation of workers who will rely most on their 401(k)s to fund their retirements begin to turn 65.

Significant numbers of Americans, and therefore employees, are stressing about their financial situation at a level deemed “too high” by the American Psychological Association.

The addition of a Roth in-plan conversion feature to a company's 401(k) plan may be viewed by executives as an important tax planning tool.

A bipartisan legislative proposal to spur greater sponsorship of retirement plans by smaller employers and higher deferral levels by plan participants has been proposed once again in Washington.

President Barack Obama’s $3.99 trillion fiscal 2016 budget proposal echoes and expands on much of what he presented during his State of the Union address last month, from expanding sick leave to enhancing training and providing some free access to community colleges.

If you are responsible for overseeing your company's retirement plan, then you know that a key measurement of success is employee participation rates. Of course your plan's participation helps employees save as much as they can for retirement, but it also ties directly to passing nondiscrimination tests.

The high court’s unanimous ruling affirms contract law principles.

Workers closing in on traditional retirement age may have to recompute the amount of money they’ll need to live comfortably, and significantly up their contributions to any workplace-sponsored retirement plan during their final working years.