Staying Ahead of the Curve is designed to provide defined contribution plan fiduciaries, committee members, plan administrators, human resource, and compensation & benefits specialist with the latest trends in retirement plan management. Our presentation provides insight into how the current legal and regulatory environment is driving changes in plan design. These changes include how plan fees are allocated to participants, the use of plan investment options to pay recordkeeping expenses, and the processes utilized to ensure plan fees are reasonable and competitive. We will provide an overview of the steps required to monitor plan expenses and determine their reasonableness. We detail the fact and fiction of regarding benchmark, vendor RFP, and targeted renegotiation projects.
This session provides an open forum where you will also have the opportunity to ask questions and address any concerns regarding your organization’s plan Advisory arrangements.
Within the human resource profession, it is an understanding that selecting the right person for any job is crucial. This webinar will hope to show that selecting the right Advisor for your company’s retirement plan is deemed just as important. Especially since making a prudent selection is mandated by Federal law (ERISA).
This session will discuss the following items:
- Understanding the basics of fiduciary responsibility
- How to evaluate your organization’s needs
- The evolution of qualified plan advice
- The distinct cultures and business models that exist among Advisory firms and the resulting trade offs
- Identifying and recognizing Advisory firm business practices that could create potential conflicts
- How to evaluate your plan’s Advisory relationship and ensure you are receiving the most desirable set of services for your plan at a competitive price
The goal of this session is to provide you with a background and tools so you and your organization will be able to make educated decisions when involved in an Advisor search or evaluating an existing Advisory relationship.
Half of Americans do have access to a retirement savings plan at their workplace. For those that do, about one-third fail to join. And for those that do join tend to save too little and often make unwise investment decisions. The 401(k) arena is in crisis, and workers need sound guidance and help.
This webinar will focus on the behavioral challenges that have led to the crisis- inertia, limited self-control, loss aversion, and myopia. From there we can then begin to understand how the typical worker makes decisions inside their 401(k) account. Then we can begin to transform their behavior by creating solutions, or tools, that are based upon cutting edge behavioral finance research. Then we can then dramatically improve outcomes by, helping employees help themselves by learning how they make decisions inside their retirement plans.
There are three developments that have made communicating benefits harder than ever:
The increasing complexity of benefits, especially health benefits
The general difficulty in getting anyone's attention
The need to master multiple communications channels
Fortunately, there are new ideas and methods for communicating during the open enrollment period that will help you battle past these challenges.
This webinar will look at the thinking that lies behind successful open enrollment communication programs and shares some specific tips and techniques. Among the techniques we will explore are the use of video, social media, and “federated” creation of content. We can do better communication than ever, but we have to embrace the right tools and right mindset.
The Adjustable Pension Plan (APP) is designed to mitigate the various risks that have caused many pension plans to shutdown over the past decades. Americans need a secure way to provide lifetime income during retirement and the current defined contribution plans will not provide a safe level income stream throughout the retirement years. This plan creates a partnership with the employers and employees by sharing the investment risk of the pension plan and moving towards a lower risk investment pool.
The APP considers the following risks that are inherent in typical defined benefit plans today:
• Investment Risk
• Maturity Risk
• Mortality Risk
• Inflation Risk
You have a benefits program. Your employees have smartphones. Now what? Attend this presentation to learn how mobile technology will change insurance and employee pensions and benefits forever. Discover what lies ahead for mobile technology, and how your benefit program and mHealth will come together. Organizations and human resources will learn about this new platform for program management, and how to lower administration overhead by using and effectively deploying not just Apps to smartphones but components of a fully integrated health system. Learn about the potential for a fully integrated health records systems encompassing Government health plans and private health insurance.
Now, more than ever, it's important to know how health care reform will affect you, your employees and your business. Don't miss this interactive webinar discussing the sweeping transformations involving health care changes and employee benefits. In this webinar, our expert on compliance, Penny Boyd, will guide you through topics such as: W2 reporting, uniform summary of coverage, open enrollment checklists, dependent issues, and focusing on how grandfathered, non-grandfathered and self-insured plans must comply with new regulations.
Our speaker, Penny Boyd, is CBP's compliance specialist. As Compliance Coordinator, she brings over 25 years of experience in Employee Benefits, Compensation and Human Resources to the team. She is a Certified Employee Benefits Specialist and a longtime member of the International Foundation of Employee Benefits. Penny's most recent work experience was at The Dannon Company, Inc., as Manager of Employee Benefits. She graduated from the University of Arizona with a BA in Anthropology and studied Law after graduating.
As an employer, you understand the challenges of running a successful company. In today’s competitive economy it is critical to stay on the cutting edge in all aspects of business to grow and thrive. One area that businesses need to focus on are benefits.
An often misunderstood and overlooked component of a benefits offering is long term care insurance. While many large corporations have already implemented long term care benefits for employees, the vast majority of business owners have not.•A study by the MetLife Mature Market Institute estimates that long term care issues cost American industry 29 billion annually in lost productivity, over 50% of caregivers are full time employees.
•43% of those needing long term care are working age adults between the ages of 18 and 65.
•The average annual cost of care in the US is $70,000.•The Tax “Triple-Play”
•Premiums can be 100% tax-deductible to a business
•Premiums are not considered income to the employee
•Benefits received are generally tax-free
•Selective Offering – not subject to discrimination testing
•Relaxed Health Screening – can be offered with significantly reduced health questions
•Work site Discounts – coverage can be discounted from standard rates
While a plan sponsor cannot reduce certain investment risks because of factors outside of the sponsor’s control, at least the sponsor can reduce various risks associated with plan administration. A mock fiduciary audit is the best way to begin. Inconsistencies in plan sponsor internal controls as well as lack of alignment with service provider procedures are identified and corrected.
There is a blizzard of bad publicity regarding Long Term Care Insurance (LTCI) and it's leaving many employers questioning the value of even offering long term care insurance to their employees. Learn about the challenges in the industry and their impact on both employers and employees; industry trends in terms of policy design and pricing; the new "shopping service" long term care insurance program for employers; virtual communication techniques; and how to choose a long term care insurance carrier so you, as an HR professional can understand LTCI options and make an informed decision on which to utilize.