Defined Benefits

As the conversation around student debt continues, employers are an essential part of the response.

There is a renewed focus on nonqualified retirement plans, which are not subject to ERISA rules and can include deferred-compensation plans, executive bonus plans and split-dollar life insurance plans, says a WTW report.

Too often, employers fail to think through the workforce implications of their plan designs and focus on cost, but neglect to what extent delayed retirements can greatly impact build-from-within management strategies.

From savings and early withdrawal habits to financial strategies and backup plans, each generation of workers faces unique challenges.

The ERISA Industry Committee (ERIC), a national non-profit organization that represents the largest employers in the U.S., is calling on Congress to re-examine the premiums paid by companies that sponsor defined benefits (DB) plans.

While most states are beginning to offer hybrid DB/DC plans, Alaska has chosen to move future hires into defined benefit retirement plans.

Not getting complacent, public sector pension plan managers are building for the long-term by increasing spending on advanced tools that offer a more realistic insight into changing markets, says a new report.

Benefits groups support the proposal, which would require retirement plans to use money forfeited by participants when they leave an employer before the end of a vesting schedule, starting in 2024..