Tag: Plan design

Some types of employers simply aren't interested in DC retirement plans, while others have fully embraced them.

A variety of personal life factors might make it hard for some workers to save for retirement, but employers can utilize several promising tactics to drive up savings...

The non-profit is launching Icon next year, which employers can use to help employees save for retirement.

Small business owners have embraced the strategy of offering a safe harbor 401(k) plan to simplify compliance with annual ADP/ACP and top heavy nondiscrimination testing. 

A majority of Millennials entering the workforce are enrolled in their employer’s plan and begin saving earlier in their career due to automatic enrollment, an analysis finds.

GAO also says requiring participants to be employed on the last day of the year to receive matching contributions also lowers potential retirement savings.

 

ForUsAll's Safe Harbor 401(k) Resource Center includes a “Safe Harbor 101” handbook and a Safe Harbor Cost Calculator, among other things.

A new analysis contends that, with careful governance practices in place, managing a compliant and effective retirement plan doesn’t have to be burdensome or even difficult.

An analysis of DC participant distribution behavior supports the use of 'through' TDFs and the allowance of partial distribution options to help participants preserve their assets and develop...

While usage of automatic plan features is falling, there is more interest in offering managed accounts and investment advice, research finds.

The platform will perform “virtually all administrative tasks required by a company to offer a 401(k), removing this burden from company employees and executives.”

While the United States' overall value rose slightly in the 2016 Melbourne Mercer Global Pension Index, the index report notes that as a country with a lower-middle rating...

These are a type of DB plan where the accrued benefit is tied to market performance.

Common “auto” plan design terms often mean different things to different clients—even within the same company or plan committee. 

Absent employer action, an estimated 4.2 million white collar workers will become newly entitled to overtime protection, potentially impacting net pay and the treatment of benefits, especially nondiscrimination...

A growing number of NQDC plan sponsors offer participants the opportunity to make “in-service” distribution elections.