Tag: Plan design

Plan sponsors need to take a closer look at the various components that determine the health of a plan in order to remain compliant with regulators and to...

Research by Charles Schwab finds majority of employees would engage with a financial wellness program if offered one, and employers are taking note. 

Ninety-nine percent believe they have a responsibility to help their employees prepare for retirement.

Longevity, lower investment returns, and inadequate savings are contributing to a growing shortfall in what individuals will need for a longer retirement, a report says.

Plan sponsors from across the U.S. will gather in Washington D.C. next month for the annual PLANSPONSOR National Conference—presenting a tremendous opportunity for client networking and shared problem...

Retirement plan recordkeepers describe plans to dramatically ramp up scale and double down on new technologies that support efficient growth and client service.

Plan sponsors can provide participants with a variety of tools to help them determine whether they are on the right track to retire on time.

Providers introduce plan health assessment tools: One is part of a suite of financial wellness solutions, and one offers an assessment that includes plan compliance measures.

The FSR suggests the Trump administration should support policies that will promote retirement savings and enable financial services providers to better meet the long-term needs of Americans in...

TIAA finds one-on-one education and advice sessions with non-profit employees can have dramatic impacts on participation, contributions, investment allocation, and confidence. 

New research from Morningstar argues retirement plan advisers and their sponsor clients can benefit from “nudging” employees toward better behaviors. 

Keeping someone of retirement age on the payroll costs an additional $50,000 a year.

Plan design and other strategies can help women catch up to the retirement savings of men.

A new study finds Millennials are almost unanimous in their support of TDFs and auto-escalation features; moreover, they want their employers to help them save for retirement.

The generosity and functionality of a retirement plan tends to vary quite a lot according to the type of employer and industry. 

DB plan providers are enhancing participant and plan sponsor services, and innovating plan design.

The new tool helps employers compare expenses such as administrative and fund-lineup fees against that of three major recordkeepers.

AARP finds this is especially true among different ethnic groups.

A new survey report from S&P Global Ratings examining the pension plans of the 15 largest U.S. cities “reveals some common trends and key factors related to net...