Self-Reporting to SEC of 12b-1 Conflicts of Interest Not Without Risk

Offering some preliminary commentary on the SEC’s newly announced adviser 12b-1 fee conflict of interest “amnesty” program, as it’s being referred to in the trade media, Wagner Law Group attorneys warn of the inherent risks in the self-reporting of violations.

This week the U.S. Securities and Exchange Commission (SEC) revealed its new temporary policy of offering “amnesty” to advisers who self-report and correct violations of conflict of interest rules pertaining to the collection of 12b-1 fees.

Under the new program, advisers have until June 12, 2018, to self-report to the SEC’s Division of Enforcement “any conflict of interest situations in which clients were placed in more expensive share classes of mutual funds and advisers received 12b-1 fees, without proper disclosure, when lower-cost shares of the same funds were available.”

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

In its announcement, the SEC cited “potential widespread violations of this nature,” and so naturally the advisory industry is taking head.

As laid out in preliminary commentary shared by the Wagner Law Group, the SEC enforcement agents will recommend that the commission “accept a settlement and not recommend penalties against the adviser if client funds (plus interest) are promptly returned.” Investment advisers that have already been contacted by the Division as of February 12, 2018, about possible violations of share class selection are not eligible to take part in the initiative. “However, those subject to pending examinations by the Office of Compliance Inspections and Examinations related to this issue, but who have not been contacted by the division, are eligible to participate,” the Wagner attorneys note.

While the term “amnesty” conjures up an image of full forgiveness, the Wagner attorneys warn that amnesty under this new self-reporting initiative, “or any future voluntary remediation, for that matter,” is not without risk.

“For one thing, it is not required to self-report, although dual registered firms must consider their FINRA reporting obligations under FINRA Rule 4530(b),” the attorneys note. “Missteps in crafting the correction can increase a firm’s legal and reputational risk. Cease and desist orders carry their own consequences.”

The attorneys urge advisers to be cautious even as they do the right thing: “The goal of correcting past violations is to make injured parties whole, prevent recurrence and avoid increased scrutiny by regulatory authorities. Remedial efforts generally, and the decision whether to participate in the SCSD Initiative, require a thoughtful, well-documented and careful review by the investment adviser.”

The Wagner attorneys offer some additional helpful context, as follows: “To take part in the initiative, advisers should self-report by notifying the Division by 12:00 am EST on June 12, 2018. Advisers must then complete a questionnaire confirming eligibility under the program within 10 business days of notification. The settlement will include the following terms depending upon the adviser’s eligibility: (i) the firm’s consent to an administrative and cease-and-desist proceeding for violations of Section 206(2) and 207 of the Advisers Act, where the adviser neither admits nor denies the Commission’s findings; (ii) an order to cease and desist from committing or causing any violations and future violations of Section 206(2) and 207, and a censure; (iii) disgorgement of the ‘ill-gotten gain’ and prejudgment interest, along with a certification as to the accuracy of the questionnaire, and agreement to an order requiring the firm to make a respondent-administered distribution to affected clients; (iv) either an acknowledgement that the adviser has taken certain prescribed steps, or an order requiring the adviser to complete such steps within 30 days, which includes correcting disclosure documents, evaluating whether clients should be moved to lower-cost share class, etc.; and (v) a recommendation by the Division that the Commission not impose a penalty on the adviser.”

Because the initiative covers only eligible individual advisers, the attorneys warn, other individuals associated with the same firm have no assurance that they will be offered similar terms for violations.

Retirement Planning More a Focus for Those Participating in Retirement Plans

An analysis from Pew Charitable Trusts shows a correlation between access to and participation in workplace-based retirement savings programs and more planning and saving.

An analysis from Pew Charitable Trusts of data from a nationally representative internet survey of private-sector workers shows a correlation between access to and participation in workplace-based retirement savings programs and more planning and saving.

Overall, workers with access to an employer-sponsored retirement plan were much more likely to report that they had tried to figure out in the previous two years how much retirement income they would need (41%), compared to those with no access (16%). Past participation in a workplace savings program also is associated with a greater likelihood of retirement planning: among workers who do not currently participate, 30% of those who do not currently have access and 33% of those with access but who do not participate report planning for retirement. That’s about twice as high as those who never participated, regardless of access.

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

Even when accounting for other worker characteristics, such as education, race/ethnicity, gender, household income, unemployment history, and age, those who have never participated in employer-sponsored retirement plans are much less likely to plan for retirement than those who have participated or are currently participating. During a media call, John Scott, director, The Pew Charitable Trusts’ retirement savings project, said, “Most do not determine retirement savings need. A higher level of education is associated with greater planning and men tend to plan more than women—a disturbing finding given that women tend to live longer than men.”

A history of plan participation appears to play a role in the resources used. For example, those workers who have never taken part in an employer-sponsored plan are significantly less likely than those who currently do or have done so in the past to say they have used a financial professional or automated statements from financial providers. They also are much more likely to “guesstimate,” or make informal calculations. Moreover, 28% of those who have never participated in an employer-sponsored plan have only guesstimated, compared to 14% of workers who have ever taken part and 8 percent of those who currently participate.

Workers who have participated in a workplace plan use more rigorous tools to determine retirement income needs. For example, 58% of those who currently participate in a workplace retirement plan have used online tools or calculators to determine retirement income needs, as well as 46% of those who have ever participated in a workplace retirement plan. Thirty-nine percent of those currently participating in a workplace retirement plan have used a financial professional to determine retirement income needs, as well as 43% of those who have ever participated. Only 16% of those who have never participated in a workplace retirement plan have used a financial professional to calculate future income needs. “Getting these resources into workers’ hands will very likely result in an increase in their use,” Scott said.

Having any retirement savings does not mean that respondents actively contribute to such a plan. For example, a person might have contributed money or rolled over a prior retirement account to an IRA but is not currently making contributions. When asked, 38% of workers who have any savings but do not have access to an employer-sponsored plan said that they had not contributed in the past two years; 3% said they were not allowed to contribute.

Among those currently participating in employer- sponsored plans, only 8% did not contribute or had decreased their contributions, compared with 45% to 52% of all others regardless of current access or participation history.

Asking how workers would use a hypothetical $10,000 windfall can help reveal savings and spending priorities, Pew says. On average, those without access to a retirement plan would allocate $1,580 toward retirement, more than those with access to a plan who are not currently participating, possibly because they cannot save at work. Workers are more likely to use the hypothetical money to pay down debt or build liquid savings than to boost retirement savings, which suggests that these factors may be more pressing concerns for many workers.

“Paying down debt was the top response for all survey participants. Retirement savings should be viewed in the context of workers’ broader financial situation. Policymakers may consider combining retirement savings with help with other financial priorities,” Scott said.

The Pew Charitable Trusts survey report is online here.

«