By Mark Olsen, Managing Director at PlanPILOT
Providing an attractive benefits package for your employees is a great way to establish a supportive company culture, retain talented people, and help your employees build financial security for their futures. But plan sponsors take on significant responsibilities when offering retirement plans to employees. These responsibilities include, but are not limited to:
By Mark Olsen, Managing Director at PlanPILOT
When you offer retirement and healthcare plans to your employees, you’re giving them much more than just a supplement to their paycheck. You’re helping them build foundational security to protect themselves and their families. Great benefits packages often encourage loyalty from your team so they work for you for years to come—which is good for both you and them.
But plan sponsors have a lot to manage and are actually taking on risk by offering these benefits. Fulfilling your obligations as a plan sponsor is complex because there are rules and regulations you must follow, even though you’re not an expert in this area. And because these plans are designed to offer security, individuals and families may come after you if they find their security needs have not been met.
By Bill Karsten, Senior Consultant at PlanPILOT
Investment oversight and plan governance play important roles in returns on investment and can impact employee retirement readiness. In this case study, we show an example of how an independent advisor can illuminate opportunities to improve outcomes and drive greater engagement.
By Mark Olsen, Managing Director at PlanPILOT
When it came time for me to choose a career path, I knew that whatever job I pursued needed to be in line with my passions. Most importantly, I wanted to serve others; to help people in a tangible way and add value to their lives. Working in the financial world checked both of those boxes, and now, more than 25 years later, I’m still just as passionate about what I do!