Target date funds (TDFs) — which rebalance investments to become more conservative as a fixed date approaches — are a convenient way for plan participants to diversify their portfolios and reduce volatility and risk as they approach retirement, making them an increasingly popular choice. However not all TDFs are created equal, and selecting and monitoring them can pose unique challenges for plan sponsors and fiduciary advisors.
TDFs were first introduced in 1994. Ten years ago, just 13% of 401(k) plan participants were invested in TDFs. Today, that number has risen to more than 50%, according to a new report from Vanguard, which also estimates that 77% of Vanguard participants will be invested in a single TDF by 2022.
However, the “automatic” rebalancing feature of TDFs doesn’t supplant the obligation to monitor funds and educate participants. The Department of Labor (DOL) provides guidance on TDFs in the form of...
Want to reduce your fiduciary risk as a plan sponsor? A little outside help can yield big reductions in risk. Here’s a way to think through your options.
You’re trying to provide the best for the people on your company’s payroll, and you feel good about your qualified retirement plan. But what’s good for the goose — in this case the plan participants — isn’t all sauce for the gander (the company). As the plan sponsor, the company takes on substantial legal and financial liabilities. If you’re listed as the plan administrator, some of those liabilities accrue to you as well. The law suggeststhat any plan sponsor who does not possess the technical knowledge and experience to manage investments consider hiring an advisor. Your choice of advisor can significantly lower your fiduciary risk.
Why Hire a Fiduciary?
Hiring an outside fiduciary can reduce some or most of that liability by...
New insights show that if your employees are worried about personal finances — and they are — you’re losing productivity and risking higher turnover.
Employees worried about their personal finances are less productive, more distracted and are easier targets for poachers. While none of that is a revelation, a recent nationwide survey showed just how pervasive financial insecurity is in the workforce and how large the losses and potential risks are for employers at every level. When asked what they feel stressed about, 46% of respondents said personal finances were their No. 1 concern. Other familiar stressors paled in comparison — “my job” at 17%, “relationships” at 15% and “health” at just 14%.
If you have a 401(k) plan advisor or retirement planning professionals who work with your employees, that’s a good start, but the study shows the problem — and effective solutions — go much deeper.
Who’s at Risk?...
Despite the fact that women tend to live longer, female workers typically have lower retirement account balances than their male counterparts. Many factors may contribute to this disparity, including: lower earnings, greater part-time work and time off for child and eldercare, lower levels of financial literacy, and lower risk/return investment choices. As a result, women can face significant hardships during their retirement years, which they may have to deal with on their own.
But is there anything retirement program advisors can do to help reverse this troubling trend? One study attempted to answer this question.
Researchers examined the effect of a multimedia education program called Embracing and Promoting Options for Women to Enhance Retirement (EMPOWER) geared toward increasing female employees’ retirement savings by providing educational content and increasing motivation for contribution. Data was collected on 31,000 male and female Wisconsin public sector workers.
Over a period of several...
It’s hard to imagine a time before 401(k) plans, but employee fiduciary risk management once relied heavily on employer-backed pensions. Over the past four decades, 401(k)s have grown in popularity as businesses realized the benefits that come with them.
While 401(k)s have seen incredible growth since their inauguration, their 40th anniversary is a great time to review the program, its process, and how it could improve. Here are a few things businesses can consider implementing regarding their own 401(k) offerings.
Once new employees are hired, it becomes difficult to add them to a 401(k). Paperwork is already a standard part of their first day, so why not include paperwork for 401(k) enrollment? By incorporating 401(k) signups from the getgo and making opting in the default, businesses can increase participation and ensure as many employees as possible are enjoying retirement planning perks.
Unfortunately, one major deterrent to 401(k) participation...
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