Twelve Points Insights

A few months ago we met with a construction company with 25 employees to discuss their 401(k) as plan sponsors. During the discussion, they mentioned that their current recordkeeper cost was minimal. We asked for their annual fee disclosure statement and once they sent it over we started to analyze it.

Francesca Federico, Co-Founder and Principal of Twelve Points Retirement Advisors, has been designated as a Certified 401(k) Professional by The Retirement Advisor University in collaboration with the UCLA Anderson School of Management Executive Education.

In the last year we have seen a number of cases of mismanaged 401(k) plans going to litigation. This article published by the National Association of Plan Advisors last Monday regarding Pioneer Natural Resources USA, Inc highlights the latest domino to fall.

On May 16 we hosted The Plan Sponsor University (TPSU) at Bentley University. 18 people representing 15 companies came to learn the ins and outs and best practices for running their companies’ 401(k) plans. Plans of all sizes were present for the program; ranging from 23 to over 65,000 employees.

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.