Managed account options are generating more attention in the retirement savings arena. But, do they make sense (and dollars) for your plan and its participants?
Tailored assistance to investors who want help crafting a well-rounded portfolio sounds like a great idea. But it doesn’t make sense for everyone. Review your plan, participants and other considerations before taking the plunge into more sophisticated and more costly investment options.
Retirement plan risks cannot be avoided, but they can be managed in order to minimize their impact on plan participants and sponsors. Employers and sponsors that offer defined contribution (DC) plans have a fiduciary responsibility to measure, manage and mitigate the various factors and risks that could affect those plans.
Protecting a retirement savings plan and its assets requires effective governance. The need was particularly intensified in recent years by several employee class action lawsuits scrutinizing employer governance of 401(k) and other defined contribution plans (e.g., 403(b) and 457).
As a retirement plan sponsor, you know that you have a big responsibility. Most plan sponsors find that the responsibility of running a plan and keeping it compliant with federal law is beyond the scope of their interest and skill level. Luckily, there are many service providers and other professionals that can help you fulfill your duties.
Recently we discussed how ERISA litigation is expanding to include a broader variety of claims, putting plan sponsors at greater risk. To combat this risk, plan sponsors need to step up and be more strategic about lowering their lawsuit liability.
ERISA litigation has been around almost as long as the law itself. Every year, some company is facing an excessive fees case or company stock litigation. However, a new trend emerged last year, which many plan sponsors find alarming.