Advocates say the best place to address these issues is at the state level, and California is the closest to implementing a state-run plan.
What is the trend among large corporations to offer retiring leaders some guidance or preparation for both the financial and emotional impact of retirement? Why do they do it and what types of services do they offer?
— Fact-finding Mission, president, consulting/legal, Los Gatos, California
The employee cycle; (not) getting schooled; job hop; when I'm 65.Read More
Auto-enrollment in defined contribution plans has helped employees skittish on making choices save for retirement.Read More
My company wants to start an employee stock ownership plan, or ESOP, that defines a vesting year as being an actively employed participant on Dec. 31 of that year and you credited with at least 1,000 hours of employment. Should this include regular hours, overtime hours, and PTO hours? What else might we need to consider?
— ESOP Fable, financial/insurance/real estate, Des Moines, Iowa
A recent study indicated that 48 percent of respondents believe they will need $50,000 to pay for individual health care costs in retirement, but the true cost is estimated at four times that amount.Read More
Research shows that not every U.S. worker is saving for retirement, but experts disagree on who’s to blame.Read More
Competitive salaries with specialty perks translate into low turnover rates, according to Principal Financial Group’s 10 Best Companies for Employee Financial Security.Read More
In 2012, nearly 37 percent of plan sponsors offered professionally managed accounts in 401(k) plans compared with 26 percent in 2008.Read More
As an employer, it’s a good time to examine your talent acquisition and talent management strategy to determine what your strategy is to keep and/or attract the employees you need to achieve your organization’s desired outcomes.Read More