Every year, companies and organizations are required to complete their plan's annual compliance testing. These tests are performed to ensure all employees of the organization are receiving the appropriate benefits, and that employers are adhering to ERISA and IRS rules and regulations governing retirement plans.  

While many organizations go through the proper protocols and steps to a “T,” they still can run into issues that may keep them from passing all the required compliance tests. However, it’s important to keep in mind that failing shouldn’t always be seen as a negative. Typically, it means you have a minor setback that has delayed your eventual passed test, or you simply maximized your plan’s benefit offering. If you find your company has failed any of the required compliance tests, what steps can you take to amend the results?

Anyone who works in Human Resources knows the positive effect offering high-quality employee benefit programs can have on a workforce. They attract the best potential candidates for new jobs and foster a sense of loyalty and support among current staff, to name a few. No matter the size or industry, administering employee benefits, particularly the retirement plan, can be a complicated process. While the same basic goal may apply to companies and organizations, non-profit organizations face unique challenges when ensuring their retirement plan benefit is the best fit for employees, as well as the organization. 

As employee benefits professionals, much of your focus is probably towards ensuring employees are saving in the company-sponsored retirement plan. Participation rates, deferral amounts, and match formulas might fill your day-to-day thoughts on the financial standing of employees, and it's for good reason: An employer-sponsored retirement plan has steadfastly become the primary vehicle people in the United States use to save for their futures. 

Has it been a while since you performed a comparative review of your retirement plan advisor and/or vendor?  It may sound like a complicated process, but ensuring you're matched with partners who are in tune with your companies'  unique culture and goals is essential. 

Chances are at some point you will need to perform a retirement advisor request for proposal (RFP), so why not stay ahead of the game? 

Jason Crane has been in the business of retirement for over 15 years. As a wholesaler for Transamerica, he has a proven track record of providing companies and their employees with high-quality retirement plan products. With his most recent role though, he's working to help employers take more into consideration than account balances, investment performance and the bottom line. 

In our interview with Jason, who is also the keynote speaker for our 2016 Employee Benefits Symposium, he talks about the changing focus in the retirement space, how technology plays a part and what this means for an organization's future. 

The intersection of health and wealth are steadfastly becoming a hot button issue in the employee benefits world. With the cost of healthcare on the rise and the aging of the workforce, this causes a problem for both employer and employee. Ryan Tiernan, Senior HSA Consultant with Access Point HSA and speaker at our upcoming Employee Benefits Symposium takes a look at how Health Savings Accounts may be part of the answer to this issue. 

Hugh O'Toole, a speaker at our 2016 Employee Benefits Symposium, is disrupting employee benefits with data. After years of working for MassMutual heading up retirement plan distribution and relationship management, Hugh O'Toole broke out on his own. With that, Viability Advisory Group was born where he developed a patent-pending analysis program to show companies, based on their specific demographics and benefits offering, how their employees' lack of retirement preparedness has long-standing effects not just on those individuals, but on a business as a whole. 

In this interview, we explore Hugh's road to the financial services industry, how his innovative use of data is changing the industry, and how he works with CFOs to implement important changes that are good for not just a company, but for everyone. 

In August of 2015, the Dow Jones Industrial Average (DJIA) and the Standard & Poor’s 500 Index (S&P 500) fell by more than 10% for the first time in over 1,400 days. This correction capped the 3^rd longest streak in the history of the US stock market*, which had seen company values in both indices more than tripled since March of 2009.