"The rules are relatively complex and sometimes misapplied.... [T]he SECURE Act ... has added a new rule which allows an employer to retroactively adopt a new 401(k) plan -- and make tax-deductible contributions -- until the employer's tax-filing deadline (including extensions) for the taxable year of adoption.... The IRS snapshot includes five illustrative examples to help explain these principles."  MORE >>

"Instead of all individuals with account balances PLUS all eligible employees without account balances being counted, only individuals with account balances (as of the beginning of the plan year) will be counted. This will lower the participant count for many plans, particularly for 403(b) plans, where there are often a large number of employees who are eligible due to the Universal Availability rules, but do not have account balances."  MORE >>

"[1] Establish a plan administrative committee.... [2] Provide appropriate training.... [3] Keep plan documents up to date.... [4] Maintain a compliance calendar.... [5] Adopt written compliance practices and procedures."  MORE >>

" Educating employees can take the form of live seminars, webinars and one-on-one sessions.... [One] good option is to outsource this education to third party financial partners. The objective of 401k employer support should be to eliminate any friction in the process for employees and enable them to regularly contribute to their retirement plans."  MORE >>

31 pages. "Among late baby boomers, high-income workers are in good shape to meet their retirement spending needs. Low- and middle-income workers may struggle. [The] retirement outlook for Generation X and millennials is modestly better.... [This report will] highlight the potential to enhance retirement readiness by expanding access to the capital markets, reducing frictions that limit workers' ability to liquidate home equity, and accelerating adoption of smart defined contribution (DC) plan designs [and] discuss actions that workers can take to boost their retirement readiness."  MORE >>

"A majority of plan sponsors, 94%, report that their company is weighing their DB plan's value against the cost of the benefit. Ninety-one percent of plan sponsors say the company's DB plan is receiving significant attention from corporate management.... [O]ver the past two years plan sponsors have also taken practical steps to ready their plan for derisking. These steps include improving their plan's data quality (58%), increasing plan contributions (56%), having their C-suite executives more involved in DB plan management (37%), and offering a lump sum distribution to terminated-vested participants (24%)."  MORE >>

An unofficial monthly report of the Moody's Daily Long-term Corporate Bond Yield Averages and Moody's Daily Treasury Yield Averages (used as benchmarks by some corporate pension plans).  MORE >>

"The Tenth Circuit suggested that to be a meaningful comparator, plan participants must go beyond performance and factor in questionable collateral issues such as a fund's management strategies and goals.... [S]uch collateral issues are meaningless to plan participants and in 401(k) and 403(b) litigation.... Businesses around the world utilize cost/benefit analysis into their decision making process.... [P]lan sponsors should as well."  MORE >>

10 pages. " Depending on the commitment an employer is willing and able to make, and the needs of its employees, while balancing all benefit considerations, there are two primary approaches employers can use to address student loan debt, as well as a few expanded approaches an organization should consider."  MORE >>

"In today's dynamic work environment, one of the most complex challenges faced by employers is managing a multigenerational workforce.... One way to bridge this gap is through the strategic design of employee benefits packages that cater to an age diverse population.... Before you construct a new benefits strategy, it's essential to understand the key preferences of each generation."  MORE >>