Two of the largest expenses employers face today are payroll costs and healthcare costs. They determine how you will hire, whom you will hire, and how much the company needs to produce just to keep up with these costs. So, if your employees are not on a sound retirement track, they will work longer and both of these costs will rise. Want to know the solution?
There’s little doubt that everyone remembers the financial crisis of 2008. It was the first recession since 2001, and the longest since the Great Depression era. It also led to a number of changes made to our economic and governmental policies.
401(k) plans are a great solution to help people save for retirement. But there is one problem with their design. They require action and involvement by the employee — something most people are hesitant to do. Thus, 401(k) plans must evolve for the better.
Just as an Investment Policy Statement helps govern the selection and monitoring of the investments in the plan, having an Education Policy Statement can ensure that your plan is effective in setting and meeting the goals of your employees.
If a significant number of funds on your menu are managed by the same firm that handles your record keeping, you have to ask a very important question: Are these funds in my plan based solely on their merit, or are they there to drive extra revenue to the provider?
Having a 401(k) retirement plan for your employees is both a benefit and a risk. Here is a checklist to help you evaluate your retirement plan advisor or determine if it is time to add one to your plan.