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Retirement

More Retirement Articles:

Retiree Reinsurance Runs Out
A $5 billion fund to help employers pay for early retiree healthcare benefits was depleted well ahead of schedule, but experts say the impact on employers was minimal. Nearly half of the funding went to state and local governments, which have higher numbers of early retirees than the private sector.
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Enhancing Transparency
New regulations make it easier for organizations to offer financial advice to retirement-plan participants as well as require transparency on investment decisions and potential conflicts of interest. The increased disclosures, however, could lead to information overload for the participants, especially those who are not financially sophisticated.
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Equalizing Retirement
Auto enrollment is effective in putting more minorities into their company's 401(k) plans, but employers need to be even more aggressive, by escalating contribution rates, experts say. Otherwise, employees -- especially lower-paid workers -- just won't be able to have money that will last through retirement.
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New Rules Will Have Fiduciary Impact
Next year, new federal rules requiring fee disclosures from 401(k) plan providers make it imperative for companies sponsoring plans to ensure that fees are reasonable. Employers that start preparing now for the new disclosure regime will be ahead of the game.
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Redefining Defined Contributions
Faced with a still-flailing economy and wavering confidence in their job security, millions of U.S. workers are already losing sleep over their financial futures. Proposed changes to reduce current-law tax limits for savings in retirement plans could give them another reason to toss and turn at night -- and is cause for HR leaders to re-examine the design of their organizations' 401(k) plans.
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Protecting Retirement
New research suggests that many employees won't be able to afford even the basics during retirement. What can HR do to help them have a better shot at a comfortable life during their golden years?
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Reducing Fiduciary Risk
The tumultuous stock market is increasing pressure on retirement-plan sponsors and fiduciaries to address investment risks and to take step to build a shield to protect them from unnecessary litigation.
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Redefining Defined Contributions
Proposed tax changes to retirement savings could put a cap on employer and employee contributions to qualified defined-contribution plans and, experts say, HR professionals would be wise to quickly revisit their retirement-plan designs.
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Maximizing Drawdown
New programs that offer payout or drawdown options for retirement savings are complex to research and explain to defined-contribution-plan participants. But many of those participants are asking for guidance and help in stretching out their savings through their post-employment lives.
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TDFs Make a Lasting Impression
Looks like 401(k) participants are taking stick-to-it-ness to a new level, at least when it comes to target-date funds.
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One-Stop Saving?
Have you ever wondered just how important a role the 401(k) plays in the retirement plans of American workers?
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HR Focuses on Retirement-Plan Governance
The number of lawsuits, combined with regulatory complexity, the growing cost of benefits and the volatility of investments, has motivated some U.S. companies to beef up the governance of their retirement plans, say experts. But relatively few are proactively addressing governance risks.
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Phasing Out
Solving today's unique talent-management problems with phased retirement can be dicey for companies with defined-benefit plans, but there are some ways it can work.
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Good News, Caution on 401(k)s
Is the retirement crisis over?
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Public-Sector Squeeze
Government work ain't what it used to be. Working in the public sector once offered a secure job with plush benefits. No longer.
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Dodging the Benefits Bullet
When workers read company material about their employee benefits, they take for granted that it's reliable.
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FYI: Retirement
SEAL Act Would Make it Harder to Tap 401(k)s
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Benefits Column

College students entering the workplace are saddled with between $28,000 and $37,000 of student-loan debt. But as more employers are beginning to realize, the scope of the problem extends well beyond that group.
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