Tag: Plan design

If the plan is not already automatically enrolling participants and escalating their deferrals each year, AB says, it should be.

This year's survey from Transamerica of higher education plan sponsors shows a decline of 403(b) plans offered, and a dramatic swing in the popularity of 401(k) plans. 

Seventy percent of those with less than $45,000 in household income say they cannot afford to save for retirement.

In a point-of-view white paper, Mercer offers several specific policy recommendations to address what should be done to enable more Americans to retire with confidence.

ICMA-RC says the IRS favorable letter ruling is the first to adapt the auto-enrollment rules to a governmental 457(b) plan.

Because of shared and predictable expenses, they also offer greater benefits than defined contribution plans, the National Institute on Retirement Security says.

Automatic enrollment, higher initial deferral rates and financial counseling are just a few that more employers are adopting.

It is clear which countries lead the way in providing sustainable retirement systems with adequate benefits—and what others can learn from them to improve.

According to a GAO report, it has been nearly 40 years since a federal commission has conducted a comprehensive evaluation of the nation’s approach to financing retirement.

A survey finds only 22% of Americans have worked with a financial adviser to figure out how much income they will need in retirement.

QMA Hires Head of Global Distribution; LCG Associates Hires Atlanta Consultant; Capital Investment Companies Announces Collaboration.

Two winners of 2017 Plan Sponsor of the Year awards reveal how their adviser helped move the dial on their plans.

Two leading retirement industry executives refute the claim that the nation faces a retirement crisis and point to several ways retirement plans can be strengthened.

J.P. Morgan Asset Management’s Anne Lester describes best practices and emerging strategies for helping plan sponsors deliver better participant outcomes in an evolving retirement landscape.

Through a single partner, employers will be able to manage health care benefits, promote enrollment and satisfy compliance requirements.

Safe-harbor plan designs allow plan sponsors to avoid nondiscrimination testing and allow highly compensated employees to contribute more.

The provider is enhancing its participant-facing digital offerings to drive participant behavior.