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Benefits of a 457(b) Retirement Plan

March 30, 2017 | Category: Plan Design | Posted by Deana Harmon

Is a 457 Plan Right for Your Organization?    Perks A 457(b) Plan allows employees to save as much as double the maximum they can save in their 401(k) or 403(b) Plans each year. That’s right, the employee can save up to $18,000 (2017 maximum) in 401(k) or 403(b) plans plus another $18,000 (2017 maximum) […]

The New Flexible Retirement

December 14, 2016 | Category: Plan Design | Posted by Ashley Naab

Could a Flexible Retirement Program Work for Your Organization?   According to the World Population Aging Report, by 2050, the number of those age 60 and older is expected to increase to over 2 billion (up from 841 million in 2013).With an aging population, increased life expectancies and lower birth rates, employers are already anticipating […]

10 Steps for Hiring a Managed Accounts Provider

September 8, 2016 | Category: Participant Outcomes, Plan Design | Posted by Deana Harmon

Does your company’s retirement plan offer managed accounts services to participants? Conceptually, managed accounts sound attractive –simply, an investment management service for retirement plan participants who need help. In its most basic form, this service designs a series of portfolios with varying risk and return characteristics using some or all the investment options offered in […]

Auto Enrollment – Not for Everyone

June 30, 2016 | Category: Plan Design | Posted by Ashley Naab

  Automatic Enrollment Automatic Enrollment is the go-to solution for a society that tends to have a “do-it-for-me” attitude, but let’s be honest, from a business point of view, if there is a company match, this can be expensive and administratively difficult if you have significant turnover for a segment of your workforce. For these […]

Income for Life from Target Date Funds

March 29, 2016 | Category: Governance, Plan Design | Posted by Doug Prince

It seems like everyone in the legislative and regulatory environment in Washington wants to see lifetime income solutions offered by retirement plan sponsors. Lifetime income solutions are currently available for plan participants but are not widely used due to fear of liability surrounding the lack of instruction and regulation.  Recently the IRS and the DOL […]

An Introduction to Re-enrollment

January 10, 2016 | Category: Participant Outcomes, Plan Design | Posted by Ashley Naab

Re-enrollment can be one tactic that plan sponsors use to encourage increased participation,  more diversified investing and increased savings rates. However the term “re-enrollment” is broad and requires analysis of the plan’s objectives, plan sponsor’s fiduciary duties, plan document restrictions and recordkeeper capabilities. Below is the quick and dirty introduction to re-enrollment and how it […]

What Employers can learn from the Anthem 401(k) Lawsuit

January 8, 2016 | Category: Documentation, Fees & Expenses, Governance, Plan Design | Posted by Doug Prince

The 401(k) lawsuits against large companies comes to Indiana. According to Groom Law Group, since 2007, there have been nearly 40 lawsuits about fees and expenses paid by employees in 401(k) plans.  Law firm Schlichter, Bogard & Denton, LLP has been the lead plaintiffs’ counsel for many of these suits.  On December 29, 2015, Anthem […]

Are Your Executives Saving Enough for Retirement?

September 23, 2015 | Category: Participant Outcomes, Plan Design | Posted by Deana Harmon

If you are a CEO, CFO or Human Resources Executive, your leadership role includes looking out for the long-term interests of the company. You may be called upon to be a contributor or leader in the design and management of executive compensation and benefits. You have the opportunity to consider the value to the company […]