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A study of million-dollar producers conducted by Peak Advisor Alliance indicated that 10 key activities accounted for approximately 75% of their average week. Steve Sanduski, the author of our new blog, The Prosperous Advisor, examines these activities and why they are so critical.Check out Sanduskis countdown of the top ten in the order of the percentage of time million-dollar products spent in each area.
Financial firms are still trying to develop coherent social media strategies. But dont race into it: the risks are not well understood.
Wish you had an HR phone-a-friend? Now you do. HR Hotline is a phone-based HR support service for employers. Is this something you would use?
It's difficult to overestimate the cost of hiring wrong. According to Top Grading by Dr. Bradford Smart, the average cost for a bad hire, earning between $50,000 and $100,000, is $80,000. While, there is no foolproof method that guarantees consistently good hires, here are some tips to maximize the chances of success.
After two weeks away from the office, I now can clearly see the importance of staying in touch with employees on disability leave when it comes to encouraging return-to-work.
The U.S. Labor Department has filed suit against Parnell & Co. LLC, alleging that the South Carolina accounting firm helped itself to at least $75,000 from the employee 401(k) plan.
More than 600 brokers, agents, enrollment specialists and industry leaders gathered in Atlantic City March 6-8 for the annual Workplace Benefits Rennaissance conference. Here's a look at the featured speakers.
When is the best time to launch a new wellness program? During open enrollment season or separately?
Cartoon Casper was a friendly ghost, but he kept pretty tight control over who saw him, where and when. Hows your own visibility these days?
Retirement plan participants using an online tool save at an average rate of 39% higher than other plan participants, according to a study by Principal Financial Group of its clients.
According to Towers Watson, companies are budgeting merit increases of 3% for 2011. That compares with the 2.7% merit increase awarded to employees overall in 2010 and is the largest merit increase since before the financial crisis when increases typically averaged 3.5% to 4.0%.
My mini-me is a six-year-old named Jessica. For Christmas last year, she begged Santa for a whiteboard with coordinated multi-colored markers.
As a native to the D.C. area, I've gotten a daily dose of patriotism my whole life from having so many of the nation's premier museums and monuments almost literally in my own backyard.
Richard Swanson is like any other hard-working American. He gets up each day, drives to work, puts in an eight- or nine-hour day, goes home and does the same thing all over again the next day. His routine is pretty unremarkable.
As the economy starts to stabilize, retirement-plan experts say plan sponsors need to stress certain elements of their retirement education and advice programs to get workers back on track with saving.
The 2010 annual enrollment season saw the opening of the floodgates regarding dependent eligibility, as employers were required under the health care reform law to extend coverage to all dependent children, regardless of student or marital status, to age 26.
New data from Aon Hewitt show 57% of 401(k) plan sponsors offered automatic enrollment in 2010, compared to 24% in 2006. Thirty-six percent of plan sponsors who don't offer the feature said they are likely to add it in 2011.
If you have managed retirement plans, you have managed financial audits on those plans. That is, you should have managed the audits, rather than going along with whatever the finance group and the external auditors had in store for you.
On July 16, 2010, the Department of Labor released an interim final regulation relating to the fees that must be disclosed by service providers working with ERISA-qualified retirement plans. All impacted service providers must comply with the new regulation by Jan. 1, 2012.
Medical benefit sponsors remain caught between the proverbial rock and a hard place: rising costs are hitting the bottom line hard, yet uncertainty over regulatory implementation of federal reform legislation and the prospect it might be declared unconstitutional by the Supreme Court has put long-term strategic decision-making into near limbo. To help, EBN reached out to some of the most influential thought leaders for their best thinking on what employers can and should be doing to cope in the current environment.