Now that we’ve had a chance to ring in the beginning of a new year, and new decade, many are starting to turn their attention to important new year resolutions, such as focusing on approaches for managing your money more responsibly and effectively. Although this may sound simplistic, for many, the ability to commit to a disciplined savings plan can be a challenge requiring both commitment and a clear strategy.
It has become increasingly clear that there is a growing retirement savings gap in the U.S., with most workers not saving enough for retirement. Additionally, plan sponsors are beginning to understand the economic impact to their businesses, through potentially increased health care and disability claims, with employees who cannot retire due to lack of financial preparedness or adequate retirement savings.
Sometimes just the surprises and uncertainty in our daily lives can be scary! At times, things just don’t work out as planned and events can happen that we didn’t anticipate; like a job change or health issue. And typically, these situations seem to happen at the worst possible time and can lead to some unplanned and frightening financial challenges.
Business owners have historically viewed employer retirement plans, like 401(k)s, as an effective solution for their own individual retirement savings, a mechanism for attracting and retaining employees or as a business tax saving strategy. Yet despite the potential advantages, a survey indicated that many businesses, particularly small business owners, hesitate to sponsor their own 401(k) programs due to the cost and administrative headaches.* As a result,
With National 401(k) Day scheduled for this week – September 6th, I started thinking about how 401(k) plans have evolved since their beginning. For example, for years business owners gauged the success of their 401(k) plans solely by the number of employees participating in the plan. But increasingly, many 401(k) plans are starting to determine their merits by how successfully their employees are on track for meeting their retirement savings goal.
Retirement plans for nonprofit and tax-exempt entities are often structured very differently than the retirement plans of for-profit businesses (like 401k plans). This often results in some unique challenges for both the plan sponsor and participants. This is particularly evident with 403b plans (also known as Tax Sheltered Annuities) for educational entities, such as private K-12 schools,
One of the more consistently quoted investment concepts is the ‘time value of money’ and the ‘power of compounded growth’. But what do these terms and concepts actually mean, and how do they impact you? Perhaps a better way to describe these concepts is with the old saying ‘the early bird gets the worm’. Investing is generally defined as purchasing an investment (i.e.
Tax-exempt entities share many of the same concerns as other employers in terms of attracting and retaining quality employees. Determining the ‘right’ mix of competitive compensation and benefit programs to entice new employees, while also rewarding existing employees can be a challenge for all types of employers. However, some tax-exempt groups have limitations on the type of retirement plans they can offer to their employees.
Healthcare groups have encountered some turbulent times over the past few years, with particular challenges regarding healthcare reform and staffing shortages. Yet, this market continues to experience overall growth and healthcare providers continue to explore ways to find qualified staff. To help attract talent, a growing number of healthcare providers have started updating their retirement benefits programs to look like those found more in the corporate sector.
As an employer, it’s important to have enthusiastic and engaged employees, and one way to impact that is by offering competitive employer-sponsored benefits (i.e. retirement plans, medical benefits, etc.). For employers particularly interested in approaches for attracting and retaining key employees and executives, a Nonqualified Deferred Compensation (NQDC) Plan can provide an effective and flexible solution.
A NQDC plan is an arrangement made between an employer and select/key employees that permits an employee to defer receiving some of their compensation until some later agreed upon date.