Plan Sponsors are expected to operate in a highly regulated and complex fiduciary environment. To aid our plan sponsors to stay informed, we provide the following “on demand” video resources on a variety of important topics as it relates to a corporate retirement plan.
There are four main reasons you can be targeted for an audit of your plan: complaints, referrals, form 5500 and the National Enforcement Project. An audit can be intimidating, but can go smoothly if you and your team have prepared for it.
While the likelihood of an audit looms, the key is to prepare in case you are targeted. The DOL is empowered to take action on anyone involved with the plans, including sponsors, participants, other fiduciaries and affiliates. The consequences of failing an audit are too serious to not prepare. The experts in this field have compiled a list of 12 common best practices toward a successful audit.
In 12 of the common best practices, the first 6 best practices focus mostly on record keeping and organization, the second 6 focus on different key ideas. Complete disclosure, level compensation and internal education. You may even consider bringing in an ERISA counsel. By following these best practices, you can help prepare your firm for the types of questions that may be asked.
High Participation is Admirable, but a Win-win Strategy Includes Helping Employees Pursue Retirement Readiness
Some employers gauge the success of their qualified retirement plan by how many employees are participating. But participation doesn’t necessarily equate to plan success — it just measures plan popularity.
How well is your retirement plan helping your employees prepare for a financially independent retirement?
Improve Your Plan’s Success Potential By Helping Employees Envision and Pursue a Financially Stable Retirement
There are several steps you can take to help ensure that your qualified retirement plan is helping your employees prepare for a financially stable retirement.
Use Financial Wellness Programs to Promote Increased Employee Retirement Savings and a More Motivated Workforce
The harsh economic climate has increased interest in “financial wellness” which could be an opportunity for your company to pursue two important goals with one move: Increase retirement savings and improve productivity through the availability of Financial Wellness programs.
Financial stress is directly linked to reduced employee productivity and morale. A financially un-fit employee is typically less healthy, and less able to save for retirement. How can you help your employees gain their financial fitness footing? You may need more than just a company Retirement Plan.
Employee financial stress may delay retirement. Delayed retirements cost you money. Your company can potentially avoid added years of both disability and health insurance premiums that may increase dramatically with age, not to mention tenured salary.
Regulation 404(a) Requires Plan Sponsors to Act Prudently on Behalf of Participants and Beneficiaries
The U.S. retirement system has morphed into one in which the main responsibility of saving for retirement now rests with employees. Unfortunately, though, not all employees are prepared or equipped to handle this responsibility.
Regulation 404(a) Mandates Fee Transparency and Standard Methodologies for Plan Participant Disclosures
If your company offers a retirement plan, you must give employees access to the information they need to make informed investment decisions — including information about all plan fees and expenses.
This includes general plan information, information about administrative and individual expenses, performance data, benchmarking information, information about fees and expenses, an Internet website address, and a glossary of general terms.