Recently I had the opportunity to be featured in an article about my retirement plan practice. As my plan sponsor clients know, I strongly believe that participating in a company 401(k) plan—and doing so early—can play a crucial role in an individual’s ability to retire.
I know what you might be thinking.
“Roth 401(k)—what on earth is that?”
“I thought it was Roth IRA? Is this something better?”
As a plan sponsor, you should regularly review the options your plan provides to participants.
Today’s plan sponsors understand the benefit to offering a variety of fund choices in their investment lineup, allowing participants to diversify their 401(k) investments across a variety of asset classes. However, this still doesn’t solve one of the biggest concerns we hear from participants,
There’s no question that plan sponsors are concerned about their employee’s retirement readiness. After all, it’s the reason why companies offer 401(k) plans in the first place.
When the auto enrollment feature was first rolled out a little over ten years ago,
Greetings! I hope you had a wonderful summer.
While I took a short break from blogging, the debate over active vs. passive management—and which is more appropriate for your firm’s 401(k) lineup—was really ramping up online. This is surely in light of the DOL’s move to implement the highly anticipated Fiduciary Rule.
So, like all policies that your company may have—how do you actually prove that you are following your plan’s Investment Policy Statement (IPS)? If the first question a Department of Labor Auditor asks is “where’s your IPS,” documentation that you are following your IPS is likely to be the second.