Commentary: On Friday, September 26, Bill Gross, the portfolio manager of the PIMCO Total Return Bond Fund, left the company for another job. Many financial advisers, including me, believe that his departure is a positive for the Fund and PIMCO. Why is this important to you as a retirement plan sponsor?
A focus on retirement has been key recently, with a push for younger generations to begin investing into 401(k)s, along with recent calls to Congress to empower savings among employees. Employee Benefit News has remained on top of the coverage and has packaged it for you here.
Motorola Solutions is incorporating a new group annuity and lump sum payment plan into the makeup of its traditional defined benefit plan that will help the communications company shave $4.2 billion in growing liabilities and benefit payments off its balance sheet.
Although the scars are still visible since the economys near-collapse, investors today are more optimistic than they have been since 2007.
The American Benefits Council has introduced its strategic plans for health and retirement policy, providing 46 specific regulatory recommendations for Congress to consider in easing the burdens on employees, employers and government agencies.
The IRS has released long-awaited final regulations that clarify market rate of return issues for cash balance and other hybrid plans. The new rules, effective for the first plan year that begins on or after Jan. 1 2016, sponsors of hybrid plans a clearer path forward.
Having an engaging 401(k) plan recordkeeper, partnered with innovative online educational tools, may provide a solution to piercing the Gen Y markets as more and more of the current employee base moves closer to retirement.
Offering financial education can provide a big boost to employee productivity, allowing employees to solve financial dilemmas and refocus on work.
Its a good best practice to give your employer clients 401(k) plan a good compliance review every year. Heres a checklist of some IRS suggested corrective mechanisms that can be taken to bring a plan into compliance.
Through the use of education and communication, employers and benefit advisers can have a huge impact on their employees retirement readiness. Making that education meaningful, however, is key to employee engagement and understanding. Here are five tips from Grinkmeyer Leonard Financial and investment advisers with Commonwealth Financial Network on how to make retirement education meaningful.
Group annuities are common among 401(k)s because they appear to be cost effective, turnkey options. However, careful due diligence will reveal they are big aggressors when it comes to fees that hinder portfolio growth.
Despite great strides in retirement security, some lawmakers and benefit leaders see an opportunity to revisit tax policies that could help incentivize all Americans to save more as they plan their exits from the workforce.
A recent alert from the Securities and Exchange Commission emphasized how easily and quickly false information can be spread via social media by market manipulators who may be posing as legitimate or trusted sources of information. Plan sponsors may want to communicate this information to their 401(k) plan participants.
The impending post-retirement health costs of Americas baby boomers may still seem remote, but benefits managers would do well to help their older workers by working together to consider those potentially explosive concerns and include them in a comprehensive employee health plan.
A new Senate bill calling for an amendment to a controversial section of the Employee Retirement Income Security Act is expected to save employers and plan sponsors $15 million over the next decade, according to new estimates.