Twelve Points Insights
No, this blog post has nothing to do with cars. It’s about features that retirement plan sponsors can implement to help their employees prepare for retirement at limited, or no, cost to the company. Our most successful retirement plans have both auto enrollment and auto escalation. How do we measure success?
For many companies — especially startups — deciding whether to offer a retirement plan for employees is often the LAST thing on their to-do list. While many employers want to offer this important benefit as an incentive to recruit and retain great people at their company, they are daunted by the uncertainty of choosing a plan.
Having grown up near the ocean in Massachusetts, I’ve always had respect for hard-working fishermen and women. But I don’t think I’ve ever met anyone who loved the smell of fish. Let’s be honest, it’s not the most pleasant aroma, which is why saying something “smells fishy” has a negative connotation. When something smells fishy, it’s an indication that something is wrong and needs your immediate attention.
There has been a recent flurry of university lawsuits because of issues with educational institutions’ retirement plans. Yale, MIT, NYU, Duke, Columbia, Emory, Vanderbilt, John Hopkins and Penn are just some of the universities being sued for allegedly not acting in the best interest of their employees.
Co-Founder and Principal Dave Clayman was recently awarded the Certified 401(k) Professional designation, or C(k)P®, by The Retirement Advisor University in collaboration with the UCLA Anderson School of Management Executive Education. The C(k)P® designation distinguishes financial professionals who have demonstrated the knowledge and experience to favorably impact the outcome of corporate retirement plans.
In his monthly segment as financial reporter for Radio Entrepreneurs in March, Manny Frangiadakis spoke with program host Jeff Davis about mitigating taxes. Their discussion covered saving, spending and various tax planning strategies for business owners.