Tag: Plan design

Pentegra Retirement Services introduced the “Pentegra SmartPath,” a new brochure that details recommended progressive 401(k) plan design best practices.

Safe harbor 401(k) plans require an initial plan year at least three months long, making October 1 the effective deadline for establishing a new safe harbor plan in...

The retirement plan world of 1974, when the Employee Retirement Income Security Act was passed, is almost unrecognizable to the one we live in. 

Workers in most developed economies are struggling to address the financial implications of increased longevity and a lack of guaranteed income in retirement.

Rebounding from the economic downturn of 2008/2009, retirement plan participants and plan sponsors are renewing their focus on their retirement benefits.

Current conditions in the retirement benefits arena make in-plan lifetime income solutions a difficult proposition for many plan fiduciaries, despite growing demand for the products.

Thirty-six percent of Americans currently contributing to an employer-sponsored retirement plan have never increased the percentage of salary they defer into retirement accounts.

Automatic enrollment and deferral escalation features are quickly becoming the top tools for advancing retirement plan participant savings under the defined contribution paradigm, according to Cerulli Associates.

More than four in ten (43%) employees surveyed by Fidelity Investments say they would settle for lower pay if it meant they received a higher employer contribution to...

In an effort to combat participant inertia, more plan sponsors are considering the process of re-enrollment, says a recent brief from J.P. Morgan Asset Management.

While the Employee Retirement Income Security Act (ERISA) does not require retirement plan sponsors to have an investment policy statement (IPS) for their plans, it is a highly...

An analysis published recently in the Benefits Law Journal guides plan officials through the process of building a fiduciary framework for selecting lifetime income options.

While it’s true that advisers are often hired to assist with defined contribution (DC) retirement plans, knowledge of defined benefit (DB) issues can still be a big value-add.

A survey of sponsors of many different types of defined contribution (DC) retirement plans finds not all are following plan design and compliance best practices.

The Department of Labor’s Employee Benefits Security Administration (EBSA) will conduct a webcast for small businesses and their retirement benefit services providers on August 6.

Plan advisers have an important role to plan in helping sponsors consider their options while choosing a third-party administrator (TPA).

Defined contribution (DC) plan participants on both sides of the Atlantic are worried about retirement, according to research from State Street Global Advisors (SSgA).

Some participants may be traditional retirement age, and they may have substantial assets, research from Bank of America Merrill Lynch says.

The average participant in the U.S. defined contribution (DC) retirement system is 43 years old and has saved $91,000, according to an industry benchmark report.