The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
The legislative landscape in which retirement plans must operate is constantly evolving to meet the need for an appropriate level of industry regulation. Legislative and regulatory activity during 2013 to date has created numerous opportunities and challenges that retirement plan sponsors must address. In this program, Erik Daley, CFA, will provide an overview of this year's legislative and regulatory developments and focus on practical, consultative tips on how they might apply to your retirement plan.
Even with the most earnest intentions, mistakes inside of a retirement plan will most likely happen from time to time. Plan sponsors can take solace in knowing that there is a corrective solution for nearly every compliance problem. Knowing how to correct a plan error will help plan sponsors act swiftly so as not to ripen the problem should one occur. It can also help save the plan sponsor money. In this program, Multnomah Group will provide an overview of the correction programs available through both the Internal Revenue Service (for Internal Revenue Code issues) and the Department of Labor (for issues under the Employee Retirement Income Security Act).
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
HunterMaclean ERISA and employee benefits attorney Rebecca Sczepanski made this presentation at the 2015 Savannah Fiduciary Seminar. Her presentation covered a summary of the legal issues regarding fiduciary status, including how to identify ERISA and state law fiduciaries. She provided tips for avoiding or mitigating risks associated with defined plan fiduciary status as well as an update on major fiduciary litigation.
Rick Pummill - TRPC - Effective Plan Design and AdministrationDowney Brand LLP
In his presentation at the 2015 Savannah Fiduciary Seminar, Rick Pummill of The Retirement Plan Company presented on how to make 401(k) or Defined Contribution Plan operations more effective, from design tips to electronic delivery of disclosures.
The latest Retirement Plan News contains articles on the following: 1) Make Benchmarking Your Plan An Annual Exercise 2) Employer Contribution Trends 3) QDIAS Ten years On
COVID-19: The Impact on Retirement PlansCBIZ, Inc.
As COVID-19 continues to impact the stock market and organizations around the world, we understand that you have concerns about how recent market fluctuations may affect your retirement plan. What you should know is that there are options you may have to minimize these effects on your business and your employees. We’ve developed a summary of these complex issues in this whitepaper. You will learn about:
- Impacts to both defined benefit plans and defined contribution plans
- Potential options for your organization to minimize negative effects on your business and your employees
- Legislative updates from the CARES Act
- Important considerations and actions to take next
The legislative landscape in which retirement plans must operate is constantly evolving to meet the need for an appropriate level of industry regulation. Legislative and regulatory activity during 2013 to date has created numerous opportunities and challenges that retirement plan sponsors must address. In this program, Erik Daley, CFA, will provide an overview of this year's legislative and regulatory developments and focus on practical, consultative tips on how they might apply to your retirement plan.
Even with the most earnest intentions, mistakes inside of a retirement plan will most likely happen from time to time. Plan sponsors can take solace in knowing that there is a corrective solution for nearly every compliance problem. Knowing how to correct a plan error will help plan sponsors act swiftly so as not to ripen the problem should one occur. It can also help save the plan sponsor money. In this program, Multnomah Group will provide an overview of the correction programs available through both the Internal Revenue Service (for Internal Revenue Code issues) and the Department of Labor (for issues under the Employee Retirement Income Security Act).
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
HunterMaclean ERISA and employee benefits attorney Rebecca Sczepanski made this presentation at the 2015 Savannah Fiduciary Seminar. Her presentation covered a summary of the legal issues regarding fiduciary status, including how to identify ERISA and state law fiduciaries. She provided tips for avoiding or mitigating risks associated with defined plan fiduciary status as well as an update on major fiduciary litigation.
Rick Pummill - TRPC - Effective Plan Design and AdministrationDowney Brand LLP
In his presentation at the 2015 Savannah Fiduciary Seminar, Rick Pummill of The Retirement Plan Company presented on how to make 401(k) or Defined Contribution Plan operations more effective, from design tips to electronic delivery of disclosures.
The latest Retirement Plan News contains articles on the following: 1) Make Benchmarking Your Plan An Annual Exercise 2) Employer Contribution Trends 3) QDIAS Ten years On
COVID-19: The Impact on Retirement PlansCBIZ, Inc.
As COVID-19 continues to impact the stock market and organizations around the world, we understand that you have concerns about how recent market fluctuations may affect your retirement plan. What you should know is that there are options you may have to minimize these effects on your business and your employees. We’ve developed a summary of these complex issues in this whitepaper. You will learn about:
- Impacts to both defined benefit plans and defined contribution plans
- Potential options for your organization to minimize negative effects on your business and your employees
- Legislative updates from the CARES Act
- Important considerations and actions to take next
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
In late 2013, the U.S. Office of Management and Budget (OMB) announced comprehensive grant reform rules titled “Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance).”
The new Uniform Guidance that is effective for years ending on or after December 26, 2014 have replaced the audit and reporting requirements under the U.S. Office of Management and Budget (OMB) Circular A-133. No early implementation is permitted.
The most well known change the Uniform Guidance implemented was the increase in the Single Audit threshold from $500,000 to $750,000, however, there are many other changes that will impact the amount of Single Audit testing and reporting which affect both the auditee and auditor.
In June 2015, the Governmental Accounting Standards Board (GASB) approved two new statements that call for more prominence and accuracy when displaying Other Post-Employment Benefit (OPEB) liabilities, such as health insurance for retirees. This webinar will focus on the changes coming to the industry -- from implementing these statements, to strategies for explaining these changes to media and taxpayers.
TriStar Pension Consulting presents changes to Retirement plans like 401(k)'s in the year 2015 along with pending legislation. Find out what is happening in Washington and how it will affect your Retirement Plan.
Now that fee disclosures are being delivered to employers and participants each year, how do you fulfill your fiduciary duty to determine the reasonableness of plan fees and communicate the information to employees?
An effective way is with a documented fee review process. Check out our presentation from a recent learning symposium for plan fiduciaries.
Presentation I developed for the Director of Finance to present to the Board of County Supervisors regarding the sudden increase in local government contributions to employees retirement plans.
The International Trade Council and TSI Present, The Evolution of SeveranceLana Mellis
Learning outcomes:
•Learn what a Supplemental Unemployment Benefits (SUB) Plan is and how it works.
•Examine the advantages of SUB benefits compared to traditional severance programs.
•Discover why employers choose SUB-Pay programs.
Retirement plan sponsors have a multitude of recordkeeping vendors from which to choose in assisting them with plan administration, compliance and participant education. Each potential vendor espouses a value proposition, which must be weighed in relationship to the plan’s needs, goals and objectives to determine if that particular vendor is a suitable fit.
While conducting a vendor search may seem burdensome, the benefits associated with the search make it more than worthwhile. By conducting a vendor search, plan sponsors can satisfy certain fiduciary responsibilities and optimize the plan’s benefit to its participants. Moreover, the perceived vendor search burden is significantly eased when a few simple best practices are followed.
In this presentation, we explore the benefits and best practices associated with conducting a vendor search. It concludes with three case studies that demonstrate the positive results and improvements that plan sponsors might expect from a well executed vendor search.
In the 13th hour, Congress avoided the “fiscal cliff” by passing the American Taxpayer Relief Act. This legislation preserved most of the George W. Bush-era tax cuts and carved out some new rules as well. This presentation will provide context around the passage of the American Taxpayer Relief Act and will summarize its provisions, with an emphasis on the impact of this major legislation to retirement plans. Additionally, remaining economic headwinds that prevail in the United States will be examined.
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
In late 2013, the U.S. Office of Management and Budget (OMB) announced comprehensive grant reform rules titled “Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance).”
The new Uniform Guidance that is effective for years ending on or after December 26, 2014 have replaced the audit and reporting requirements under the U.S. Office of Management and Budget (OMB) Circular A-133. No early implementation is permitted.
The most well known change the Uniform Guidance implemented was the increase in the Single Audit threshold from $500,000 to $750,000, however, there are many other changes that will impact the amount of Single Audit testing and reporting which affect both the auditee and auditor.
In June 2015, the Governmental Accounting Standards Board (GASB) approved two new statements that call for more prominence and accuracy when displaying Other Post-Employment Benefit (OPEB) liabilities, such as health insurance for retirees. This webinar will focus on the changes coming to the industry -- from implementing these statements, to strategies for explaining these changes to media and taxpayers.
TriStar Pension Consulting presents changes to Retirement plans like 401(k)'s in the year 2015 along with pending legislation. Find out what is happening in Washington and how it will affect your Retirement Plan.
Now that fee disclosures are being delivered to employers and participants each year, how do you fulfill your fiduciary duty to determine the reasonableness of plan fees and communicate the information to employees?
An effective way is with a documented fee review process. Check out our presentation from a recent learning symposium for plan fiduciaries.
Presentation I developed for the Director of Finance to present to the Board of County Supervisors regarding the sudden increase in local government contributions to employees retirement plans.
The International Trade Council and TSI Present, The Evolution of SeveranceLana Mellis
Learning outcomes:
•Learn what a Supplemental Unemployment Benefits (SUB) Plan is and how it works.
•Examine the advantages of SUB benefits compared to traditional severance programs.
•Discover why employers choose SUB-Pay programs.
Retirement plan sponsors have a multitude of recordkeeping vendors from which to choose in assisting them with plan administration, compliance and participant education. Each potential vendor espouses a value proposition, which must be weighed in relationship to the plan’s needs, goals and objectives to determine if that particular vendor is a suitable fit.
While conducting a vendor search may seem burdensome, the benefits associated with the search make it more than worthwhile. By conducting a vendor search, plan sponsors can satisfy certain fiduciary responsibilities and optimize the plan’s benefit to its participants. Moreover, the perceived vendor search burden is significantly eased when a few simple best practices are followed.
In this presentation, we explore the benefits and best practices associated with conducting a vendor search. It concludes with three case studies that demonstrate the positive results and improvements that plan sponsors might expect from a well executed vendor search.
In the 13th hour, Congress avoided the “fiscal cliff” by passing the American Taxpayer Relief Act. This legislation preserved most of the George W. Bush-era tax cuts and carved out some new rules as well. This presentation will provide context around the passage of the American Taxpayer Relief Act and will summarize its provisions, with an emphasis on the impact of this major legislation to retirement plans. Additionally, remaining economic headwinds that prevail in the United States will be examined.
The structure of retirement plan investment menus continues to evolve, from "more choice is better" to "less is more". Many fiduciaries initially sought protection under ERISA §404(c) by offering a wide array of investment choices to their participants, but participants found themselves overwhelmed by the task of evaluating and selecting from amongst so many managers. Plan sponsors soon realized that less could be more, and built menus that offered a few fixed income options and a diverse set of a dozen or more stock funds, but in the bear market of 2008, many of those plans saw similar declines across their investment menu.
With an increasing number of plans utilizing automatic enrollment and QDIA, just providing adequate choice is no longer enough. Fiduciaries are again asking, what does an effective investment menu look like? In this presentation, we cover:
Incorporating the science of behavioral finance into your investment menu design;
Selecting appropriate asset classes;
Whether a tiered structure could be right for your plan;
Passive versus active investment options;
Options for low risk investments; and
When to use target date funds.
Target date funds are quickly becoming the dominant investment option within many defined contribution retirement plans. Regulators have taken notice with the Department of Labor (DOL) contemplating new disclosure requirements for plans offering target date funds.
In order for a plan sponsor to meet their fiduciary obligations to prudently select and monitor their target date funds, a thorough analysis is necessary because of the underlying complexity of these products and their unique structure relative to the traditional "core" investment options that defined contribution sponsors are used to evaluating.
In this program, we present a framework for a sound fiduciary evaluation of a target date series.
For nearly 40 years, ERISA has required retirement plan fiduciaries to ensure the reasonableness of service and investment fees paid by the plan. However, fee reasonableness has only recently grabbed headline attention due largely to the finalization of the 408(b)(2) regulations and the Missouri district court's decision in Tussey v. ABB, Inc. Despite the strength of its fee reasonableness standard, ERISA provides little practical guidance as to how and when plan fiduciaries should be making and documenting their fee reasonableness determinations. In this presentation, we provide a historical overview of the legislative, regulatory and judicial context surrounding this fundamental fiduciary duty; a look at recent Department of Labor regulatory examination activity centered on fee reasonableness; and a practical, step-by-step guide to meeting the fee reasonableness requirements.
Retirement plan fiduciaries have a responsibility for the prudent selection and monitoring of plan investments. If your investment selection decisions are based solely on investment style, fees and historical returns, you may be missing the larger picture. In this presentation, we present a rigorous, multi-step process for selecting investment managers to serve your plan’s and participant’s needs. Using a use case scenario, we will demonstrate how to define the “Investment Universe”, the use and limitations of quantitative analysis, conducting proper qualitative due diligence, and the selection of a prudent investment for a participant-directed defined contribution retirement plan.
Under ERISA Section 408(b)(2), retirement plan fees must be reasonable in light of the services being rendered. Retirement plan fees are also a hot target in the courts, most notably with last year's Tussey vs. ABB, Inc. decision. In this presentation, we discuss just what the reasonableness standard means for today's retirement plan sponsors, and an action plan for employers.
Times are changing and retirement plan documents and plans need to change with the times. We will be reviewing current and effective plan design strategies to enhance the retirement readiness of your employees and review best practices for plan compliance.
Benchmarking is the process of improving performance by continuously identifying, understanding, and adapting outstanding practices found inside and outside the organization.
BDI Models and its Application to Retirement SavingsAnand Rao
Presented at the Society of Advancement of Behavioral Economics in 2007.
This talk uses the BDI model of reasoning under limited resources used in programming software agents as a paradigm to understand the behavioral barriers behind retirement savings.
With many employees relying on defined contribution savings as their primary source of retirement income, Retirement Annuity Accounts (RAAs) offer employers a benefit plan option to provide employees guaranteed retirement income on an annuity basis.
Employee benefits are a large portion of an employees total rewards package. Their importance has increased over the years. As employers offer benefits they must balance the cost while meeting the needs of their employees. This study details three different approaches to measure benefit adequacy.
With many employees relying on defined contribution savings as their primary source of retirement income, Retirement Annuity Accounts (RAAs) offer employers a benefit plan option to provide employees guaranteed retirement income on an annuity basis.
By 2025, many DC plan sponsors will likely adopt characteristics of the most successful pension plans to help put them on a path to create a fully funded retirement income stream for plan participants. Here are ten considerations
An effective retirement plan is one of the best benefits an employer can offer its employees. It can help the employer recruit and retain a competitive workforce, and establish an environment that promotes employee satisfaction and productivity. An intentional policy of creating and implementing an effective educational program regarding the plan through an education policy statement benefits both employees in helping them secure a comfortable retirement, and employers as an aid to meeting their fiduciary duties to plan participants in a highly complex regulatory environment.
Financial Education promises employers a return on investment of atlaest 1:4
i.e., for every one rupee spent in teching employees about their personal finance the organizations stands to gain 4 rupees directly.
To know more view the below presentation
“Why should your company spend money to provide a program like this for your employees?”
“Our goal at Finerva is to train your employees to be so financially astute and financially secure that they work for you because they want to, not, because they have to.” The other value additions that Finerva can provide organisations are…
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
2. Erik Daley, CFA
ADDRESSING RETIREMENT READINESS2
Erik is the Managing Principal for Multnomah Group. He is a member of
Multnomah Group’s Investment Committee and leads the firm’s tax-exempt
practice, focusing on higher education and healthcare organizations. Erik
consults regularly with clients on a variety of retirement plan related topics to
help manage their fiduciary risks. He is a national speaker on retirement plan
issues.
Prior to founding the Multnomah Group in 2003, Erik served as a Vice
President of Retirement Services and led the Portland, OR practice of a
national retirement services firm. In that position Erik was a founding member
of the firm’s national Investment Committee and had oversight for business
development in the western United States.
Erik is a member of the CFA Institute, the CFA Society of Portland, the CFA
Society of Seattle, the American Society of Pension Professionals and
Actuaries, the Portland Chapter of the Western Pension & Benefits
Council, and the Society for Human Resource Management. Erik holds a
B.B.A. from the University of Iowa.
3. Agenda
ADDRESSING RETIREMENT READINESS3
• Introduction
• Retirement Readiness
• Defined Contribution Plan Lifecycle
• Plan Design
• Young Savers
• Accumulators
• Pre-Retirees
• Plan Services
• Investment Structures
• Employee Education Needs
• 5 Steps to Creating a True Retirement Plan
4. The World has Changed
ADDRESSING RETIREMENT READINESS4
• Defined Benefit pension plans are
rapidly becoming extinct
• For-profit
• 501(c)3
• Governmental
• Causes
• Portability
• Accounting requirements
• Actuarial standards
• Funding volatility
• Consequences
• Risk transfer
Source: U.S. Social Security Administration, Office of Retirement and
Disability Policy, “The Disappearing Defined Benefit Pension and its
Potential Impact on the Retirement Income of Baby Boomers.”
5. Change in Model for Retirement Savings
ADDRESSING RETIREMENT READINESS5
Defined Benefit Plans Defined Contribution Plans
Primarily employer funded, with
occasional required participant
contributions
Funding
Mix of employer and employee
contributions
Employer directed Investment Strategy Participant directed
Participants determine how much income
they need to replace and work to the goal
of achieving that level of benefit
Evaluation Metric
Participants focus on generating a sum of
assets that will become the source of
meeting retirement expenses
High Plan Sponsor Volatility Low
Participants are protected against
investment and longevity risk
Participant “Safety”
Each participant must individually ensure
their retirement preparedness
1National Institute on Retirement Security. Retirement Readiness – What
Difference Does a Pension Make?
85% Retirement Readiness1
51% Retirement Readiness1
6. Retirement Readiness in a Defined Contribution
World
ADDRESSING RETIREMENT READINESS6
Contribution Rate Investment Return Time Horizon
Retirement Income
Needs
Participant
Approach
Employers determine the
contributions they make
into participant accounts,
but for the vast majority
of defined contribution
plans, those
contributions need to be
augmented by employee
deferrals and
supplemental savings. A
participant’s
supplemental
contribution rate is a
critical element in the
rate of success in
retirement savings.
Participants in defined
contribution plans select
investments that
ultimately determine the
rate of return achieved
on their savings and any
contributions made by
their employer.
DC plans have very little
control over when a
participant elects to
retire. Plans are
structured to permit
participants to continue
saving on a tax-deferred
basis until they elect to
retire or are terminated
by their employer. Some
participants may be
incented to continue
working past age 70 ½ to
avoid IRS Minimum
Required Distributions.
The degree to which
savers have managed
expenses well in their
accumulation phase will
impact their ability and
willingness to retire.
Eligibility for health
benefits and fixed
mortgage costs are
significant variables in
determining a
participants income
needs.
Challenge Current Moment Bias Gambler’s Fallacy Status Quo Bias Negativity Bias
7. Impact of the Transition
ADDRESSING RETIREMENT READINESS7
Employees whose primary retirement plan is a DC plan tend to retire one to two
years later than employees covered by a pension plan.
Center for Retirement Research, “The Recent Trend Towards Later Retirement,” March 2007
Individuals covered only by a DB plan are 87% more likely to retire in any given
year that individuals only covered by a DC plan.
Rui Yao and Eric Park, University of Missouri, “Do Market Returns Affect Retirement Timing?” 2011
A 1% increase in the S&P 500 Index in any given year increases the probability
that the pre-retiree will retire by 2.5%.
Rui Yao and Eric Park, University of Missouri, “Do Market Returns Affect Retirement Timing?” 2011
By 2020, 20% of the workforce is projected to be 65 and older. The only
projected growth in the labor force for 2020 will be in employees 55 and older.
Bureau of Labor Statistics
The ability to retain young talent is impacted by the prospect of career and
professional advancement.
8. Costs are Real
ADDRESSING RETIREMENT READINESS8
Workers’ compensation claim duration is 25% longer and benefit payments are
56% higher.
PLANSPONSOR.com
Disability premiums are 15 times higher and disability instances are 42%
among workers ages 65 and older.
PLANSPONSOR.com
Delayed retirements may also increase employers’ healthcare costs.
Healthcare costs for a 65-year-old worker are twice those of a worker between
the ages of 45 and 54.
U.S. Department of Health and Human Services, “National Health Care Expenditure Sheet.” Data as of 2004
9. Retirement Readiness
ADDRESSING RETIREMENT READINESS9
The state and/or degree of being ready for retirement. Retirement readiness
typically refers to being financially prepared for retirement, or the degree to
which an individual is on target to meet his or her retirement-income goals so
that the standard of living enjoyed while working will be maintained after
retirement.
• Viewing defined contribution through the prism of retirement income benefits
• Defined contribution retirement readiness is dramatically impacted by the
steps employees have taken prior to their current employment
10. Lifecycle of a Defined Contribution Plan
ADDRESSING RETIREMENT READINESS10
•Young
•Lower income
•Direct
competition for
earned income
Young Savers
•Mid career
•Highly
productive
•Financially
secure
Accumulators
•Accomplished
•Experienced
•Concluded
costs of
establishing a
family / life
Pre-Retirees
1. Begin the retirement savings
process
2. Reward engagement and
patience
3. Affirm the commitment to
beginning the savings process
1. Demonstrate the progress
towards retirement readiness
2. Reduce the impact of leakage on
retirement readiness
3. Begin educating on what
retirement is
1. Provide extensive access to
financial planning and advice
2. Focus on retirement plan as a tool
for securing retirement rather than
a wealth accumulation instrument
3. Identify opportunities to incent
retirement
11. Designing the Best Defined Contribution Plan
ADDRESSING RETIREMENT READINESS11
Plan Forward
1. Benefit Plan Design
2. Plan Provider Services
3. Investment Structures
4. Participant Education
12. Benefit Plan Design – Young Savers
ADDRESSING RETIREMENT READINESS12
Young Savers
Accumulators
Pre-Retirees
Nearly all defined contribution plans require an employee to
defer salary to derive adequate retirement benefits
• A general rule of thumb is 10-15% total to generate adequate
income replacement
1. Employee Mandatory Contributions
2. Automatic Enrollment and Automatic Escalation
3. Adopting a Hybrid Match Formula
13. Benefit Plan Design – Young Savers
ADDRESSING RETIREMENT READINESS13
Automatic Enrollment and Automatic
Escalation
Adopting a Hybrid Match Formula
Pros Fundamentally does not change the “contract”
between participant and plan sponsor. Plan
participants are provided an option to opt-out
based on their needs, but many participants
elect to remain automatically enrolled and
thereby become participants.
In some instances, a hybrid match formula may
reduce the cost of contributions by the sponsor.
Participants may be incented to “engage” in their
retirement planning process.
Cons While automatic enrollment can be instituted in
such a way to address current employees who
are not deferring, it is most typical to begin
automatic enrollment prospectively, thereby
reducing its potential impact on current
participants.
Impact of the change may not be as significant
as the political cost of adopting. Further, the
lowest paid employees will likely see their
retirement preparedness decline, which may not
meet the social justice policies of the sponsor.
Implementation Relatively easy. Employees surveyed generally
support the implementation of automatic
enrollment, especially when it does not impact
them. Older payroll systems can be challenging
to customize in a manner supportive of
automatic increase and enrollment features.
Difficult. Taking current contributions made by
the sponsor and making them contingent is seen
as a takeaway; even in instances where the
potential contribution grows.
14. Automatic Feature Implementation Frequency
ADDRESSING RETIREMENT READINESS14
Automatic Enrollment
Annual Increase
Program
Higher Education <5% <5%
Not-for-Profit Healthcare 29% 49%
Corporate 22% 76%
1Plan Design in Higher Education: Best Practices for Improving Retirement Readiness
15. Automatic Enrollment Works
ADDRESSING RETIREMENT READINESS15
54%
83%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Non-AE Plan Participation Rate AE Plan Participation Rate
The Impact of Automatic Enrollment on Participation Rates
in Corporate DC Plan1
1Plan Design in Higher Education: Best Practices for Improving Retirement Readiness
16. Benefit Plan Design – Accumulators
ADDRESSING RETIREMENT READINESS16
Young Savers
Accumulators
Pre-Retirees
“Neither a borrower or a lender be”
1. Plan Rollovers
2. Retirement Plan Loans
3. Hardship Withdrawals
17. Retirement Leakage
ADDRESSING RETIREMENT READINESS17
Only 20% of employees who take a lump-sum distribution roll proceeds into a
tax-qualified IRA or retirement plan account
GAO
Participants age 35-45 are more likely to borrow – and when they do, are more
likely to take the maximum – as compared to their younger and older
counterparts
Borrowing from Yourself: The Determinants of 401(k) Loan Patterns
Estimated participant loan default rate from July 2011 – May 2012 was 17.4%
Navigant Economics
Prevailing plan interest rate is tied to Prime (3.25%)
Hardship distributions are much less prevalent (typically less than 2% annually)
18. Defined Contribution Plan Participants’ Activities
ADDRESSING RETIREMENT READINESS18
2006 2007 2008 2009 2010 2011
% of Active Participants with a
Loan
15.0% 16.0% 15.3% 16.5% 18.2% 18.5%
US Retirement Assets in Defined
Contribution Plans ($trillion)
$4.1 $4.4 $3.4 $4.0 $4.5 $4.6
15.0%
16.0%
15.3%
16.5%
18.2%
18.5%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
20.0%
2006 2007 2008 2009 2010 2011
% of Active Participants with a Loan
Investment Company Institute, Defined Contribution Plan Participants’
Activities 2011, April 2012
19. Benefit Plan Design – Pre-Retirees
ADDRESSING RETIREMENT READINESS19
Young Savers
Accumulators
Pre-Retirees
Help participants keep their eyes on the prize
1. In-service plan distributions
2. Early retirement windows
20. In-Service Plan Distributions
ADDRESSING RETIREMENT READINESS20
Plans routinely provide older employees (59 ½ - 65) the ability to begin taking
distributions from their retirement plan
1. Maintain a focus on retirement
2. In-service distributions should ideally be tied to phased retirement programs
with committed dates of retirement
21. Plan Services
ADDRESSING RETIREMENT READINESS21
• K.I.S.S. your participants
• Easy to enroll
• Easy to allocate
• Easy to use
• Sophisticates will optimize
outcomes in any plan design
Participant Type How
Participants
Self-Identify
Delegators 69%
Do-It-Yourselfers 30%
Self-Directed Sophisticates 1%
Source: J.P. Morgan Retirement Plan Services
Impact of Choice on Participation Rates
Source: Iyengar, Sheena S.; Jiang, Wei; Huberman, Gur “How Much Choice is Too Much?:
Contributions to 401(k) Retirement Plans”
22. ADDRESSING RETIREMENT READINESS22
Investors Fail to Track the Market
3.83%
9.14%
1.01%
6.89%
2.57%
0.00%
1.00%
2.00%
3.00%
4.00%
5.00%
6.00%
7.00%
8.00%
9.00%
10.00%
Avg. Equity Investor S&P 500 Index Avg. Fixed Income Investor
Barclays Agg Bond Index Inflation
Source: Dalbar, Inc. 2011 Quantitative Analysis of Investor Behavior
Annualized Returns for the 20 Years Ended 12/31/2010
23. Managed Account Target Maturity Target Risk
Structure Managed account structures
typically use an array of
underlying products and
allocate to them based on
information known about the
participant. There are a finite
number of portfolios a
participant may be invested in
based on the data known.
Participants are invested in a
single fund with a
predetermined glidepath that
becomes more conservative as
a participant nears a specified
age (typically 65).
Target risk defaults are typically
a single balanced fund that
allocates between stocks and
bonds in a manner consistent
with its prospectus.
Pros Managed account solutions
incorporate far more known
data about a participant, such
as wages, which has a material
impact on investment allocation
strategy. Some managed
account solutions also allow
customization of the analytics
to incorporate known data
about the population being
served, such as turnover.
Provides some customization
for participants with only a date-
of-birth variable. Typically is a
lower cost alternative to other
default investment structures.
A balanced fund is the simplest
of the default investment
structures, a single investment
product for any participant who
fails to make an election or
wishes to delegate investment
allocation and monitoring.
Cons Can be more expensive as
investment product costs are
compounded by a managed
account fee.
Age is an important factor in
driving asset allocation strategy,
but not the exclusive factor.
Additionally, target date funds
are typically closed solutions.
Target risk solutions invariable
provide too much volatility for
older works and too little equity
exposure for younger workers.
ADDRESSING RETIREMENT READINESS23
“Easy” Investment Structures
24. ADDRESSING RETIREMENT READINESS24
Investment Returns Cannot Fix Savings Problems
Percentile Single Target-
Date Fund
Managed
Account
All Other
Participants
Mean 3.93% 3.65% 3.76%
5th 3.62% 2.20% -0.02%
25th 3.62% 3.08% 2.66%
50th 3.90% 3.66% 3.80%
75th 3.90% 4.22% 4.64%
95th 4.65% 5.06% 8.09%
Source: Vanguard 2011 “Participants During the Financial Crisis: Total Returns 2005-
2010”
5 Year Annualized Returns (Period Ending 12/31/2010)
25. • Tiered Methodologies are Preferable
• Simplifies Decision-Making
• Employee communication is clearer
• Decision-making is easier
• Offers Meaningful Choices to Participants
• Acknowledges participants are different
• No one-size-fits-all choice is available
• Participants want different options
ADDRESSING RETIREMENT READINESS25
Decide Investment Menu Structure
26. • Ability to Build Globally Diversified
Index Portfolio
• Low Cost
• Broad Diversification
• Style Specific Actively Managed
Funds for Active Participants
• Optional Self-Directed Brokerage
Account for Most Active
Participants
ADDRESSING RETIREMENT READINESS26
Index Tier Option
Asset Allocation Funds (i.e. Target
Maturity, Target Risk, etc.)
Core Index Funds
Active Style Funds
(Optional) Self-Directed Brokerage
Account / Mutual Fund Window
27. Education has Limits
ADDRESSING RETIREMENT READINESS27
“…policy makers should be very concerned that retirement education does not
increase the likelihood that financially vulnerable groups – women, persons
without a college degree, and particularly persons with lower incomes – will
save their distributions”
U.S. Social Security Administration Office of Policy. “Does Retirement Education Teach People to Save Pension
Distributions?”
Peer behavior may be as or more impactful on participant savings behavior
than employee education
E. Duflo, E. Saez / Journal of Public Economics 85 (2002)
28. Employee Education Tips
ADDRESSING RETIREMENT READINESS28
During Enrollment
1. Focus education on financial literacy and savings behaviors
2. Deemphasize the importance of investment selection on retirement plan
participation
3. Do not require education as a predecessor to participation
4. Appreciate the importance of peer group behavior and leadership in
furthering retirement plan performance
During Accumulation
1. Begin educating on external factors on retirement
(healthcare, insurance, social security, etc.)
2. Highlight the effectiveness of current behaviors and the culture of savings
and participation
3. Provide access to additional personal education resources to validate
savings goals and structure
29. Pre-Retiree Needs
ADDRESSING RETIREMENT READINESS29
Viewing the participant as a whole
1. Bringing retirement plan projections to a fine point
• External assets
• Spousal income
• Spending needs
• Healthcare costs/resources
• Understanding federal and state resources
2. Advice for participants on how to secure and protect accumulated savings
• Asset allocation
• Liquidity constraints
• Comprehensive retirement planning
3. Transitioning accumulations to income
• Annuity options
• Income planning
30. The Optimal Plan Design
ADDRESSING RETIREMENT READINESS30
Easy to
Start
Safe to Leave
1. Automatic Enrollment
and investment
2. Automatic escalation
towards full retirement
preparedness
1. Limit loans
2. Limit hardships
3. Encourage retirement
rollover
1. Extensive
education, planning, a
nd projections
2. Focus on retirement
as the goal
31. Five Steps to Improving Your Plan and Your
Institution
ADDRESSING RETIREMENT READINESS31
1. Evaluate the Current Retirement
Readiness of Your Institution as a
Benchmark
2. Determine Obstacles to New Hire
Participation
3. Develop Mechanisms to Move New
Hires Towards Adequate Income
Replacement
4. Plug the Holes
• Current loan demographics
• Hardship withdrawal impact
5. Build the Communication Plan to
Support the Objective
• Develop and Education Policy
Statement
• Early emphasis on savings
• High-touch participant advice and
financial planning for pre-retirees
Remove
obstacles to
participation
Improve
deferral rates
and
participant
behavior
Plug holes
Educate
towards the
goal of a
successful
retirement
Measure Plan
Effectiveness
32. Disclosures
ADDRESSING RETIREMENT READINESS32
Multnomah Group, Inc. is an Oregon corporation and SEC registered investment
adviser.
Investment performance and returns are based on historical information and are not
a guarantee of future performance. Investing contains risk. Some asset classes
involve significantly higher risk because of the nature of the investments and the
low liquidity/high volatility of the securities.
Any information and materials contained herein or on our website are provided for
general informational purposes only and are not intended to be comprehensive for
any particular subject. Multnomah Group utilizes information from third party
sources believed to be reliable but not guaranteed, and as a result, information is
provided to you "as is." We do not represent, guarantee, or provide any warranties
(either express or implied) regarding the completeness, accuracy, or currency of
information or its suitability for any particular purpose. Multnomah Group shall not
be liable to you or any third party resulting from any use or misuse of information
provided.
Receipt of information or materials provided herein or on our website does not
create an adviser-client relationship between Multnomah Group and you.
Multnomah Group does not provide tax or legal advice or opinions. You should
consult with your own tax or legal adviser for advice about your specific situation.
Editor's Notes
70% of Public Plans and 40% of Private Plans have a Mandatory Employee Contribution
70% of Public Plans and 40% of Private Plans have a Mandatory Employee Contribution
Fidelity Survey of participants indicated 29% would not do so again
70% of Public Plans and 40% of Private Plans have a Mandatory Employee Contribution