Retirement plan sponsors have an obligation to consider retirement readiness when assessing the fees they and participants pay on plans, according to new guidelines from TIAA-CREF.
Sponsors frequently focus on seeking the lowest costs for plan services and investments, according to the financial services company. "As a result, many plan sponsors may not fully consider the quality and effectiveness of the services they are receiving and how they contribute to positive outcomes for their employees," it said.
TIAA-CREF, working with 3ethos, a regulatory consultancy, said the answers to four basic questions can help sponsors negotiate the maze of Department of Labor 408(b) (2) disclosure regulations, which require service providers to give sponsors the information needed to determine the value of their services.
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Sponsors first need to break down who is receiving compensation from the plan, including any fiduciaries, advisors, recordkeepers, brokers and providers receiving indirect compensation.
They then need to determine what fees each is receiving. The third step is to determine how those fees compare to other plans, service providers and investment options.
"Fees are important, but ERISA does not require a plan sponsor to select the lowest fee provider," say the authors of the guideline.
The final step is to determine why the compensation is warranted, which involves cataloguing the services for both the sponsors and participants.
Plan management services, reporting and communications support, investment advice and guidance and online and technology tools should be prioritized according their value to the plan, TIAA-CREF says.
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