Top 5 Mistakes that Plan Sponsors Make - Maryann GearyBPAS
This document discusses the top 5 mistakes that plan sponsors make, including late deferrals, compensation errors, plan loan failures, eligibility failures, and improper handling of forfeiture accounts. For each mistake, it provides examples of when and why the failure may occur, how to properly correct it, and how BPAS assists clients to prevent these issues. The overall message is that plan sponsors must carefully follow the plan document terms and IRS rules to avoid qualification failures and BPAS offers services to help ensure compliance.
Strategies to Overcome Objections to Auto Plans - Elizabeth KaidoBPAS
This document summarizes a presentation on strategies to overcome objections to automatic enrollment plans. It discusses the benefits of automatic enrollment, escalation, and re-enrollment features in increasing retirement savings rates. It addresses common sponsor objections that these features are too paternalistic, employees can't afford to save, or are too costly and administratively burdensome. The presentation provides data showing that automatic plans dramatically increase participation and savings rates with minimal opt-out rates. It also notes ways that automatic plans can reduce an advisor's workload while engaging more participants in financial wellness.
This document provides an agenda and overview for the 2016 BPAS Partner Conference. The agenda includes discussions on navigating challenges facing retirement plans, global pension rankings, resetting pension promises, and potential government and private sector solutions. It also gives an overview of BPAS as a firm and its lines of business in retirement plan administration, recordkeeping, and other services. Key points discussed include the large unfunded liabilities facing many government pension plans, potential state-run retirement savings programs, and implications of the Department of Labor's new fiduciary regulations.
Topic: Advisor Defined Session
Moderator: Paul Neveu
Panelists:
- Eric Drossner, Director of Retirement Services, The Haverford Trust Company
- Mark Sulpizio, Partner, Innovative Investment Fiduciaries, LLC
- Dan Chabbot, Sr. Partner, Clear Sailing Investment Group
Top 5 Mistakes that Plan Sponsors Make - Maryann GearyBPAS
This document discusses the top 5 mistakes that plan sponsors make, including late deferrals, compensation errors, plan loan failures, eligibility failures, and improper handling of forfeiture accounts. For each mistake, it provides examples of when and why the failure may occur, how to properly correct it, and how BPAS assists clients to prevent these issues. The overall message is that plan sponsors must carefully follow the plan document terms and IRS rules to avoid qualification failures and BPAS offers services to help ensure compliance.
Strategies to Overcome Objections to Auto Plans - Elizabeth KaidoBPAS
This document summarizes a presentation on strategies to overcome objections to automatic enrollment plans. It discusses the benefits of automatic enrollment, escalation, and re-enrollment features in increasing retirement savings rates. It addresses common sponsor objections that these features are too paternalistic, employees can't afford to save, or are too costly and administratively burdensome. The presentation provides data showing that automatic plans dramatically increase participation and savings rates with minimal opt-out rates. It also notes ways that automatic plans can reduce an advisor's workload while engaging more participants in financial wellness.
This document provides an agenda and overview for the 2016 BPAS Partner Conference. The agenda includes discussions on navigating challenges facing retirement plans, global pension rankings, resetting pension promises, and potential government and private sector solutions. It also gives an overview of BPAS as a firm and its lines of business in retirement plan administration, recordkeeping, and other services. Key points discussed include the large unfunded liabilities facing many government pension plans, potential state-run retirement savings programs, and implications of the Department of Labor's new fiduciary regulations.
Topic: Advisor Defined Session
Moderator: Paul Neveu
Panelists:
- Eric Drossner, Director of Retirement Services, The Haverford Trust Company
- Mark Sulpizio, Partner, Innovative Investment Fiduciaries, LLC
- Dan Chabbot, Sr. Partner, Clear Sailing Investment Group
2017 West Monroe Partners Case Competition - WinnerMatthew Diehl
The document outlines a strategy for establishing a new healthcare organization called ESHP that will target the individual insurance market in suburban New York. The strategy involves acquiring an existing family practice clinic, developing partnerships with local hospitals and a healthcare software company, and creating an integrated technology platform including an electronic health record system and patient portal. This will allow ESHP to provide more efficient care, improve the experience for doctors and patients, and increase its market share in the target region. Metrics such as doctor retention rates, client transfer rates, and application usage will be used to evaluate the success of this new organization over time.
Bryan Gleckler has over 15 years of experience in executive administration and fiscal and human resource operations for government agencies. He has held several leadership roles, including Director of Operations and Finance, Chief of Staff for the Illinois Department of Corrections, and Director of the Public Safety Shared Services Center. Gleckler has implemented strategies to improve efficiencies, enhance infrastructure, and reduce costs.
Presentation to show how a High Deductible Health Plan paired with an HRA or HSA can allow an employer to maintain medical benefits while savings 10% or more
The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties.
Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy.
The document summarizes key points about the American Recovery and Reinvestment Act of 2009 (ARRA), including its objectives to preserve and create jobs, assist those impacted by the recession, invest in infrastructure and science/health, and stabilize state/local budgets. It provides an overview of how the $787 billion will be distributed, with guidance focused on quickly spending funds, ensuring transparency/accountability, investing thoughtfully to avoid funding cliffs after ARRA expires, and improving student achievement. Recommendations include forming partnerships, staying aware of evolving funding guidance, taking an asset-based approach in partnerships, meeting high expectations, positioning as an opinion leader, and preparing for stimulus precedents to impact future policy.
The document discusses options for reducing the high costs of health care in the United States. It proposes a "Simple Option Solution" (SOS) that involves raising deductibles on major medical plans and using Section 105 to buy back benefits, saving employers 10-80% on costs while providing the same or better benefits. Key aspects of the SOS include customizing finance and administration of benefits, providing ongoing member education, and services from ClaimLinx like claims analysis, consulting, and customer support.
R&H will provide management and advisory services across multiple platforms including risk management, investments, group employee benefits, retirement strategies and estate planning, financial planning, business problem solving, business advisory, and family wealth counseling. Their services span life insurance, health insurance, disability income, mutual funds, retirement plans, estate transfer, financial planning, business transition, and philanthropic strategies.
- Therapix Biosciences is a clinical-stage pharmaceutical company focusing on proprietary synthetic cannabinoid technologies for central nervous system indications.
- They are developing novel sublingual and nasal formulations of FDA-approved synthetic THC (dronabinol) for indications like Tourette Syndrome and Mild Cognitive Impairment.
- For Tourette Syndrome, they are combining THC with PEA in a proprietary combination therapy called THX-TS01 that has begun Phase II clinical trials based on a 505(b)(2) regulatory pathway.
- For Mild Cognitive Impairment, they are developing an "Ultra-Low Dose THC" therapy called THX-ULD
The document discusses lessons learned from Rhode Island's HEALTHpact plan, a state-sponsored small group health insurance product, noting that the plan suffered from poor design including a lack of subsidies, poor value, and complexity, as well as a failure to secure buy-in from insurers and brokers and provide adequate resources for outreach and oversight. Key lessons included the importance of subsidies, securing stakeholder buy-in, allocating outreach and oversight resources, and keeping wellness incentives relatively simple.
Presentation about QuestOps Employee Benefits & Insurance Services in how it assisted organizations from 2000 to 2006 with assessing, developing, and implementing a cost-effective benefits-program strategy that included a comprehensive suite of plans for healthcare (medical & dental), income protection (disability), survivor protection (life insurance), and retirement/long-term savings
Fin well sponsor presentation may 2019-web nycCarol Buckmann
This document discusses empowering employees with financial wellness programs. It defines financial wellness and outlines the business case for why companies should care about it, including reducing absenteeism and health care costs. The document provides an overview of different types of financial wellness programs and considerations for determining if a company is a good fit and selecting a provider. The goal is to help companies move from intending to implement financial wellness programs to taking action.
The document discusses using fundraising data from the Association of Fundraising Professionals' Fundraising Effectiveness Project to improve a healthcare organization's fundraising efforts. It provides examples of specific fundraising goals and metrics that could be improved from a sample organization's data compared to industry averages. The document also outlines best practices from high performing organizations and next steps for analyzing an organization's own fundraising data to identify areas for increased donor retention, acquisition of new donors, and higher average gift amounts.
This document provides explanations of key health insurance terms - co-payment, deductible, coverage amount, and premium. It defines co-payment as a clause where the policyholder shares a portion of each claim amount with the insurer. Deductibles apply to top-up plans and refer to an amount of claims the policyholder must pay before the plan covers further expenses. Coverage amount is the maximum the insurer will pay for claims in a year. Premium is the annual amount the policyholder pays the insurer for the coverage. The document explains how coverage amount determines premium costs and advises choosing optimal levels of both.
The document discusses key goals and functions of health insurance exchanges established under the Affordable Care Act. It outlines how exchanges are meant to distribute insurance, coordinate eligibility, set standards, and improve affordability and quality of care. Specific functions of exchanges include determining eligibility, creating standard benefit categories, enrolling individuals and businesses, certifying qualified health plans, and establishing consumer-focused websites and assistance programs. The document also raises issues around the role of exchanges in coordinating with Medicaid, regulating brokers and navigators, and incentivizing participation from small businesses.
Consumer-directed health plans (CDHPs) couple a high-deductible health plan with a tax-advantaged personal healthcare account. There are three main types of personal healthcare accounts: flexible spending accounts (FSAs) established by employers, health reimbursement arrangements (HRAs) funded by employers, and health savings accounts (HSAs) that can be funded by both employees and employers. To be eligible for an HSA, an individual must have coverage under a high-deductible health plan (HDHP) with annual deductibles of at least $1,200 individual or $2,400 family and annual out-of-pocket limits of no more than $5,950 individual or $11,
Vermont Statewide Bargaining Terms Open Enrollment for VEHI Plans Fall 2020Audrey Edmonds Stepp
This document provides information about health insurance plans offered by VEHI (Vermont Education Health Initiative) for the 2022 plan year. It discusses premium costs, deductibles, out-of-pocket maximums, and employer contributions toward premiums and out-of-pocket costs for the four VEHI plans (Platinum, Gold, Gold CDHP, Silver CDHP). For most employees, choosing the Gold CDHP plan paired with an HRA will provide the lowest financial exposure due to lower premiums and maximum out-of-pocket costs compared to the other plans. The document also provides directions for finding more details on calculating costs and financial exposure for different plan options and coverage tiers.
The summary highlights key proposals from the 2016 Federal Budget related to taxation that may impact individuals, investors, and business owners. Some of the key proposals include replacing the Canada Child Tax Benefit and Universal Child Care Benefit with a new Canada Child Benefit, eliminating the income splitting credit, phasing out the children's fitness and arts tax credits, and enhancing Old Age Security and the Guaranteed Income Supplement. The budget also proposes changes to taxation of mutual fund corporations, small business deductions, and capital gains treatment of donations of private corporation shares or real estate.
Presentation by Damien Moore, CBO’s Assistant Director for Financial Analysis, at the Research Seminar in Quantitative Economics.
The Pension Benefit Guaranty Corporation (PBGC) is a government-owned corporation responsible for insuring the benefits of 41 million people who participate in defined benefit pension plans provided by private employers. About 10 million of those participants are covered by plans offered by groups of employers; such plans are insured by PBGC’s multiemployer program. That program has drawn increased scrutiny from policymakers in recent years because of the high likelihood that it will not be able to meet all of its insurance obligations, potentially causing participants to lose insured benefits or putting pressure on the government to provide PBGC with greater federal resources. CBO has projected the claims on PBGC’s multiemployer program—which are likely to be relatively small in the coming decade but are projected to be much larger in the following decade—and has analyzed options for improving the program’s finances.
2017 West Monroe Partners Case Competition - WinnerMatthew Diehl
The document outlines a strategy for establishing a new healthcare organization called ESHP that will target the individual insurance market in suburban New York. The strategy involves acquiring an existing family practice clinic, developing partnerships with local hospitals and a healthcare software company, and creating an integrated technology platform including an electronic health record system and patient portal. This will allow ESHP to provide more efficient care, improve the experience for doctors and patients, and increase its market share in the target region. Metrics such as doctor retention rates, client transfer rates, and application usage will be used to evaluate the success of this new organization over time.
Bryan Gleckler has over 15 years of experience in executive administration and fiscal and human resource operations for government agencies. He has held several leadership roles, including Director of Operations and Finance, Chief of Staff for the Illinois Department of Corrections, and Director of the Public Safety Shared Services Center. Gleckler has implemented strategies to improve efficiencies, enhance infrastructure, and reduce costs.
Presentation to show how a High Deductible Health Plan paired with an HRA or HSA can allow an employer to maintain medical benefits while savings 10% or more
The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties.
Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy.
The document summarizes key points about the American Recovery and Reinvestment Act of 2009 (ARRA), including its objectives to preserve and create jobs, assist those impacted by the recession, invest in infrastructure and science/health, and stabilize state/local budgets. It provides an overview of how the $787 billion will be distributed, with guidance focused on quickly spending funds, ensuring transparency/accountability, investing thoughtfully to avoid funding cliffs after ARRA expires, and improving student achievement. Recommendations include forming partnerships, staying aware of evolving funding guidance, taking an asset-based approach in partnerships, meeting high expectations, positioning as an opinion leader, and preparing for stimulus precedents to impact future policy.
The document discusses options for reducing the high costs of health care in the United States. It proposes a "Simple Option Solution" (SOS) that involves raising deductibles on major medical plans and using Section 105 to buy back benefits, saving employers 10-80% on costs while providing the same or better benefits. Key aspects of the SOS include customizing finance and administration of benefits, providing ongoing member education, and services from ClaimLinx like claims analysis, consulting, and customer support.
R&H will provide management and advisory services across multiple platforms including risk management, investments, group employee benefits, retirement strategies and estate planning, financial planning, business problem solving, business advisory, and family wealth counseling. Their services span life insurance, health insurance, disability income, mutual funds, retirement plans, estate transfer, financial planning, business transition, and philanthropic strategies.
- Therapix Biosciences is a clinical-stage pharmaceutical company focusing on proprietary synthetic cannabinoid technologies for central nervous system indications.
- They are developing novel sublingual and nasal formulations of FDA-approved synthetic THC (dronabinol) for indications like Tourette Syndrome and Mild Cognitive Impairment.
- For Tourette Syndrome, they are combining THC with PEA in a proprietary combination therapy called THX-TS01 that has begun Phase II clinical trials based on a 505(b)(2) regulatory pathway.
- For Mild Cognitive Impairment, they are developing an "Ultra-Low Dose THC" therapy called THX-ULD
The document discusses lessons learned from Rhode Island's HEALTHpact plan, a state-sponsored small group health insurance product, noting that the plan suffered from poor design including a lack of subsidies, poor value, and complexity, as well as a failure to secure buy-in from insurers and brokers and provide adequate resources for outreach and oversight. Key lessons included the importance of subsidies, securing stakeholder buy-in, allocating outreach and oversight resources, and keeping wellness incentives relatively simple.
Presentation about QuestOps Employee Benefits & Insurance Services in how it assisted organizations from 2000 to 2006 with assessing, developing, and implementing a cost-effective benefits-program strategy that included a comprehensive suite of plans for healthcare (medical & dental), income protection (disability), survivor protection (life insurance), and retirement/long-term savings
Fin well sponsor presentation may 2019-web nycCarol Buckmann
This document discusses empowering employees with financial wellness programs. It defines financial wellness and outlines the business case for why companies should care about it, including reducing absenteeism and health care costs. The document provides an overview of different types of financial wellness programs and considerations for determining if a company is a good fit and selecting a provider. The goal is to help companies move from intending to implement financial wellness programs to taking action.
The document discusses using fundraising data from the Association of Fundraising Professionals' Fundraising Effectiveness Project to improve a healthcare organization's fundraising efforts. It provides examples of specific fundraising goals and metrics that could be improved from a sample organization's data compared to industry averages. The document also outlines best practices from high performing organizations and next steps for analyzing an organization's own fundraising data to identify areas for increased donor retention, acquisition of new donors, and higher average gift amounts.
This document provides explanations of key health insurance terms - co-payment, deductible, coverage amount, and premium. It defines co-payment as a clause where the policyholder shares a portion of each claim amount with the insurer. Deductibles apply to top-up plans and refer to an amount of claims the policyholder must pay before the plan covers further expenses. Coverage amount is the maximum the insurer will pay for claims in a year. Premium is the annual amount the policyholder pays the insurer for the coverage. The document explains how coverage amount determines premium costs and advises choosing optimal levels of both.
The document discusses key goals and functions of health insurance exchanges established under the Affordable Care Act. It outlines how exchanges are meant to distribute insurance, coordinate eligibility, set standards, and improve affordability and quality of care. Specific functions of exchanges include determining eligibility, creating standard benefit categories, enrolling individuals and businesses, certifying qualified health plans, and establishing consumer-focused websites and assistance programs. The document also raises issues around the role of exchanges in coordinating with Medicaid, regulating brokers and navigators, and incentivizing participation from small businesses.
Consumer-directed health plans (CDHPs) couple a high-deductible health plan with a tax-advantaged personal healthcare account. There are three main types of personal healthcare accounts: flexible spending accounts (FSAs) established by employers, health reimbursement arrangements (HRAs) funded by employers, and health savings accounts (HSAs) that can be funded by both employees and employers. To be eligible for an HSA, an individual must have coverage under a high-deductible health plan (HDHP) with annual deductibles of at least $1,200 individual or $2,400 family and annual out-of-pocket limits of no more than $5,950 individual or $11,
Vermont Statewide Bargaining Terms Open Enrollment for VEHI Plans Fall 2020Audrey Edmonds Stepp
This document provides information about health insurance plans offered by VEHI (Vermont Education Health Initiative) for the 2022 plan year. It discusses premium costs, deductibles, out-of-pocket maximums, and employer contributions toward premiums and out-of-pocket costs for the four VEHI plans (Platinum, Gold, Gold CDHP, Silver CDHP). For most employees, choosing the Gold CDHP plan paired with an HRA will provide the lowest financial exposure due to lower premiums and maximum out-of-pocket costs compared to the other plans. The document also provides directions for finding more details on calculating costs and financial exposure for different plan options and coverage tiers.
The summary highlights key proposals from the 2016 Federal Budget related to taxation that may impact individuals, investors, and business owners. Some of the key proposals include replacing the Canada Child Tax Benefit and Universal Child Care Benefit with a new Canada Child Benefit, eliminating the income splitting credit, phasing out the children's fitness and arts tax credits, and enhancing Old Age Security and the Guaranteed Income Supplement. The budget also proposes changes to taxation of mutual fund corporations, small business deductions, and capital gains treatment of donations of private corporation shares or real estate.
Presentation by Damien Moore, CBO’s Assistant Director for Financial Analysis, at the Research Seminar in Quantitative Economics.
The Pension Benefit Guaranty Corporation (PBGC) is a government-owned corporation responsible for insuring the benefits of 41 million people who participate in defined benefit pension plans provided by private employers. About 10 million of those participants are covered by plans offered by groups of employers; such plans are insured by PBGC’s multiemployer program. That program has drawn increased scrutiny from policymakers in recent years because of the high likelihood that it will not be able to meet all of its insurance obligations, potentially causing participants to lose insured benefits or putting pressure on the government to provide PBGC with greater federal resources. CBO has projected the claims on PBGC’s multiemployer program—which are likely to be relatively small in the coming decade but are projected to be much larger in the following decade—and has analyzed options for improving the program’s finances.
The federal government subsidizes health insurance for most Americans through a variety of programs and tax provisions. In 2017, net subsidies for people under age 65 will total $705 billion, CBO and the staff of the Joint Committee on Taxation (JCT) estimate.
This presentation provides an overview of CBO and JCT’s current projections of health insurance coverage and how those projections have changed since March 2016, highlighting changes in Medicaid and CHIP enrollment and nongroup coverage.
Jessica Banthin, Deputy Assistant Director in CBO’s Health, Retirement, and Long-Term Analysis Division, will deliver this presentation on December 7, 2017, at the Inforum Outlook Conference at the University of Maryland.
In CBO’s projections, economic output is expected to grow by 2.3 percent in 2019, supporting strong labor market conditions that feature low unemployment and rising wages. After 2019, economic growth averages 1.8 percent per year, which is less than the historical average.
CBO estimates that the federal budget deficit for 2019 will be $960 billion. Under current law, budget deficits are projected to average $1.2 trillion a year between 2020 and 2029, boosting debt held by the public to 95 percent of GDP in that year—its highest level since just after World War II.
This document summarizes key topics regarding public pension and other post-employment benefits (OPEB) costs for governments. It discusses that both pensions and OPEBs are long-term benefit promises that require estimating future costs. It also notes that OPEB costs in particular can be highly volatile and extend decades into the future. The document reviews factors like accounting standards, funding levels, investment returns, and benefit changes that impact pension and OPEB costs and sustainability over the long run.
Presentation by Philip Ellis, CBO’s Deputy Assistant Director for Health, Retirement, and Long-Term Analysis, to staff of the U.S. Department of Commerce.
This presentation describes CBO’s general approach to policy analysis and its role in supporting the Congress; summarizes several elements of the agency’s projections of health care spending; and reviews examples of policy proposals and approaches affecting health care that CBO has analyzed recently.
Pension & OPEB Funding Strategies for Illinois Public PlansJim van Iwaarden
This document summarizes a presentation on pension and other post-employment benefits (OPEB) for public agencies. It discusses:
- The two main categories of retirement benefits - pensions and OPEB like healthcare
- Why these benefits are important and facing growing costs for governments
- Differences between accounting measurements and funding levels for pensions and OPEB
- Key considerations and challenges for funding pensions adequately and establishing OPEB trusts
- Potential outlook with proposals to reform public safety pensions in Illinois and increased scrutiny on assumptions.
The Congressional Budget Office (CBO) provides Congress with budget and economic analyses. The CBO develops a baseline budget projection using its economic forecast and assuming current laws remain in place. The baseline includes projections for mandatory spending, discretionary spending, revenues, interest costs, deficits, and federal debt over 10 years. The CBO's current baseline projects that deficits will increase in coming years, federal debt will rise significantly, and debt held by the public will reach 96% of GDP by 2028 under current law.
Implications of public pension enhancement in CanadaAlex Mazer
Common Wealth co-founder Alex Mazer's presentation on the Ontario Retirement Pension Plan and Canada Pension Plan enhancement to SHARE's Toronto Pension and Investment Governance Course on May 6, 2016.
The Evolving World of Workers' CompensationSkoda Minotti
Ken Haffey, Partner, Skoda Minotti and Mark Clendenin, BWC Northeast Region Business Development Manager discuss the evolution of the Ohio Bureau of Workers’ compensation.
Since 2007, federal debt held by the public has more than doubled in relation to the size of the economy, and it will keep growing significantly if the large annual budget deficits projected under current law come to pass. The Congress faces an array of policy choices as it confronts the challenges posed by such large and growing debt.
Cadillac Tax for Employers 101 - How to Avoid Penalties?benefitexpress
This webinar covers: what coverages are subject to the tax, how the excise tax is determined, what adjustments will be available in determining the tax, and who collects the tax.
CBIZ Manufacturing & Distribution Quarterly Newsletter - Feb 2020CBIZ, Inc.
Timely articles on topics of interest to manufacturers and distributors including - the expansive SECURE Act (retirement legislation), Benefits Renewal (six questions to ask), Risk (rethinking your profile for the new decade), the Hardening Insurance Market (what to expect, how to prepare) and the NAM Talks Trade - plus quick links to complimentary guides and webinars.
CARES Act Update - What you Need to Know Heading into 2021Citrin Cooperman
During this webinar we focused on the interplay between the different CARES Act provisions, in particular PPP loans, Provider Relief Funds, and Medicare Advanced Payments, and how they may impact 2020 year-end planning and 2021 forecasting.
In continuation to RBI announcements dated March 27, 2020, the RBI announced additional liquidity and regulatory measures to improve the system liquidity and to improve credit spreads.
- ADP reported solid fiscal 2016 results with 7% revenue growth and earnings per share of $2.89, up 13% from fiscal 2015.
- For fiscal 2017, ADP expects revenue growth of 7-9% and earnings per share growth of 10-12%, driven by continued growth in Employer Services and PEO Services.
- ADP will continue focusing on upgrading clients to modern cloud solutions and aligning its service model to support its HCM strategy.
This document discusses 2016 year-end tax planning strategies for individuals. It notes that income and deductions for the entire year typically become clearer as the end of the year approaches, allowing for last-minute actions to accelerate deductions or delay income. It also highlights impacts of recent tax law changes and upcoming changes under a new administration. Specific strategies addressed include balancing ordinary income and capital gains tax rates, monitoring adjusted gross income, and taking advantage of expiring tax breaks before the end of 2016. The document also summarizes key life events that impact year-end planning such as marriage, children, and retirement.
This document discusses various defined contribution and defined benefit plan designs, including their advantages and disadvantages. It begins with an overview of why saving in a tax-qualified retirement plan is beneficial compared to saving outside of a plan. It then discusses cash balance pension plans, including typical design features and examples. The document also covers the BPAS WRAP plan design, which combines features of a cash balance plan and 401(k) plan. Finally, it discusses potential future combinations of defined benefit and defined contribution plans that provide more flexible income options at retirement.
Similar to Defined Benefit Plans – Legislative Update, Trends and Opportunities - Vince Spina - Maryann Geary (20)
This document summarizes key points from a BPAS Partner Conference presentation on best practices for retirement plan advisors. The presentation covered topics like creating an online presence to attract prospects, using client relationship management software, surveying clients to define service models, automating fiduciary processes and reports, and making education meetings more engaging for retirement plan participants. The goal was to share insights that can help advisors strengthen their businesses and better serve clients.
Managing Investment Return Experiences and Expectations - Greg Woods and PanelBPAS
Moderator:
Greg Woods
VP, BPAS Fiduciary Services
Panelists:
- Ralph Acampora, Director of Technical Analysis Studies, New York Institute of Finance
- Michael T. DiMarsico, SVP, National Manager, Manager Resource Consulting, Federated
- Harry Rakovski, Director - RIA & Consultant Division Northeast, Prudential Investments Management, LLC
This document discusses establishing a fair process for benchmarking 401(k) plan fees. It notes that fee comparisons often lead to an unproductive "race to the bottom" and that fiduciaries are required by ERISA to ensure fees are reasonable given the quality of services provided. The document proposes using a benchmarking service that customizes peer groups, examines provider quality, scope of services, value delivered and then compares fees to establish if they are reasonable. It suggests this approach provides a logical, statistically valid and repeatable process for fiduciaries to make informed decisions and avoid an overemphasis on low fees alone.
The Finalists Presentation: Presenting our Partnership - Paul Neveu & Liz KaidoBPAS
The document summarizes a meeting between First National Bank and Charlotte Engineering to discuss providing administrative services for Charlotte Engineering's 401(k) retirement plan. It outlines First National Bank's services including simplifying tasks for HR, providing educational resources and investment guidance for participants, and fiduciary services. It also describes the capabilities of their partner, BPAS, including recordkeeping, a call center, participant and sponsor websites, and reporting. Fees are discussed as well as the onboarding process for transitioning the plan.
Fee Policy Statement Kit: Best Practices for Managing Plan Expenses - Brian B...BPAS
The document discusses the evolution of defined contribution plan governance from the 1970s to present day. It emphasizes the importance of fiduciary duties to pay only reasonable plan expenses and follow a prudent process. A fee policy statement is recommended as a tool to document how a plan will monitor and allocate costs. It explains concepts like revenue sharing, expense recapture accounts, and expense allocation methods to help fiduciaries meet regulatory requirements.
This document summarizes strategies presented by BPAS at their 2015 partner conference to help participants better manage their retirement assets. The strategies included having a dedicated rollover specialist help participants consolidate outside accounts, ensuring participant loan policies are prudent by limiting the number and source of loans, and helping terminated employees understand their options like keeping assets in the plan or rolling over to an IRA. BPAS's goal is to work with their partners to strengthen support for participants and grow both organizations through these retirement saving and planning initiatives.
How to Add VEBA Plans to Your Production PortfolioBPAS
This document discusses strategies for adding VEBA plans to insurance product portfolios. It begins by defining a VEBA as a tax-exempt irrevocable trust that employers can fund on behalf of employees to pay for healthcare costs. It then explains that a VEBA can fund Health Reimbursement Arrangement (HRA) accounts for employees. HRAs along with VEBAs provide triple tax advantages for contributions, earnings, and withdrawals. The document gives examples of how VEBAs can be used to fund retiree healthcare, high deductible plans, and healthcare reserves. It also provides talking points for stakeholders and ends with a question section.
The document discusses strategies for improving 401(k) participant education. It begins by outlining reasons why education is important, such as wealth accumulation, fiduciary responsibility, and employee benefits. It then discusses challenges to effective education, such as learning styles, information overload, and human behavior. Tools to simplify education are presented, including auto plan features and simplified investment menus. The document concludes by recommending that education programs be targeted, personalized, consistent, and gather participant feedback.
Growing Your Practice in a Fee-Compressed EnvironmentBPAS
The document summarizes a panel discussion from a 2015 partner conference on growing a retirement plan services practice in a fee compressed environment. The panel discussed their processes for educating both new and existing clients on the services they provide. Panelists included representatives from Peoples United Bank, Rockland Trust, and Pension Advisors. They welcomed attendees and took questions on how to understand clients and maintain existing business in today's market.
Maximizing Resources in the BPAS Advisor PortalBPAS
The document discusses resources and tools that were presented at the 2015 Partner Conference to help partners be stronger together. It provides screenshots showing proposed updates to the participant website's home screen, transactions page, and balances page that will launch in 2016 with a new look and feel. The presentation also reviewed Roadways proposal videos, the BPAS Toolbox, website options at BPAS.com, and the advisor web portal. Attendees were encouraged to direct any questions to the two sales relationship managers.
Growing Your Practice in a Fee-Compressed Environment - Jason DiscoBPAS
The document summarizes a panel discussion at a 2015 partner conference about growing a retirement plan services practice in a fee compressed environment. The panelists were Mike DeCamillis, William Desormeau, and Dirk Richardson. They discussed their processes for educating both new and existing clients about the services they provide to help clients understand value in a competitive market.
This document is a summary of a partner conference featuring a panel discussion with representatives from Fidelity, American Funds, and Prudential. The panelists discussed strategies for success and answered questions from attendees. The conference aimed to bring partners together to share insights on building stronger relationships.
Grow Your Practice with Customized Collective Trusts for 401K Model PortfolioBPAS
This document summarizes strategies for using collective investment trust funds (CITFs) to bring value to retirement plans and clients. It discusses the history and benefits of CITFs, opportunities in the CITF space including model portfolios and customized solutions, and how CITFs can be used in model portfolios and custom solutions. It also discusses the 2015 fiduciary regulations and their impact on transparency requirements for model portfolios.
The document announces a 2015 partner conference with the theme of "Stronger Together" that will feature a panel discussion on practice management. The panel will include Johnathan Edwards from GranitPath, Chris Wilmerding from Thayer Partners, LLC, and Kevin Woodward from Graydon Compliance Solutions, LLC. Attendees will have an opportunity to ask the panelists questions.
Paul Neveu and Elizabeth Kaido gave a presentation on broadening the scope of retirement plan businesses. They discussed different plan types including bundled DC and cash balance plans, company stock plans, ESOPs, kSOPs, and prevailing wage plans. They provided an overview of each plan type and identified opportunities for advisors to grow their practices.
This document provides a summary of market insights and strategies for success from Ralph Acampora's 2015 Partner Conference presentation. It includes the following key points:
1) The 10-year bond yield remains in a firm downtrend, making lower lows and highs, and would need to close above 3.5% to reverse the secular downtrend.
2) Historically, periods of rising and falling interest rates have impacted returns differently - rising rate periods favored corporate bonds while falling rate periods favored stocks.
3) Several stock market indexes are discussed, including the S&P 500 remaining in a secular uptrend after breaking out of a 13-year bear market, and signs of negative divergence between industrial and
This document provides a summary of market insights and strategies for success from Ralph Acampora's 2015 Partner Conference presentation. It includes the following key points:
1) The 10-year bond yield remains in a firm downtrend, making lower lows and highs, and would need to close above 3.5% to reverse the secular downtrend.
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This document summarizes strategies presented by BPAS at their 2015 partner conference to help participants better manage their retirement assets. The strategies included having a dedicated rollover specialist help participants consolidate outside accounts, ensuring participant loan policies are prudent by limiting the number and source of loans, and helping terminated employees understand their options like keeping assets in the plan or rolling over to an IRA. BPAS's goal is to work with their partners to strengthen support for participants and grow both organizations through these retirement saving and planning initiatives.
In a tight labour market, job-seekers gain bargaining power and leverage it into greater job quality—at least, that’s the conventional wisdom.
Michael, LMIC Economist, presented findings that reveal a weakened relationship between labour market tightness and job quality indicators following the pandemic. Labour market tightness coincided with growth in real wages for only a portion of workers: those in low-wage jobs requiring little education. Several factors—including labour market composition, worker and employer behaviour, and labour market practices—have contributed to the absence of worker benefits. These will be investigated further in future work.
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Defined Benefit Plans – Legislative Update, Trends and Opportunities - Vince Spina - Maryann Geary
1. B P A S P A R T N E R C O N F E R E N C E 2 0 1 6
Defined Benefit Plans – Legislative Update,
Trends and Opportunities
Vincent F. Spina
CPC, ERPA, Executive Vice President, BPAS Plan Administration
B P A S P A R T N E R C O N F E R E N C E 2 0 1 6
Maryann Geary
ASA, EA, MAAA, President, BPAS Actuarial & Pension Services, and & Recordkeeping Services
2. Agenda
2016 BPAS Partner Conference
• Legislative Update for Defined Benefit Plan
Sponsors
• “Borrow, Fund & Immunize” Strategy
• Long-term Trends
3. 2016 BPAS Partner Conference
On November 2, 2015, the President signed into law a two-
year bipartisan budget deal that contains provisions relevant
to sponsors of defined benefit pension plans. These
provisions include:
• PBGC Premium Increases
• Segment Rate Stabilization Extension
Legislative Update
Bipartisan Budget Act of 2015 (“BBA”)
4. 2016 BPAS Partner Conference
PBGC Premium Increases: The BBA calls for increases to both the flat-rate
and variable-rate premium starting in 2017.
Plan Year Flat-Rate Premium Variable-Rate Premium(1)
2015 $57 2.4%
2016 $64 3.0%
2017 $69 3.3% + inflation
2018 $74 3.7% + inflation
2019 $80 + inflation 4.1% + inflation
(1) If using the alternative method, cannot utilize the interest rate stabilization provisions to determine the unfunded vested benefits.
Flat-Rate Premium = Per participant charge.
Variable-Rate Premium = Percentage charge for unfunded vested benefits.
Legislative Update
Bipartisan Budget Act of 2015 (“BBA”)
5. 2016 BPAS Partner Conference
Segment Rate Stabilization Extension
• Under the Moving Ahead for Progress in the 21st Century Act
(MAP-21), interest rates used to determine the Funding Target
Liability must be within a certain range of the 25-year average of
interest rates.
• The Highway and Transportation Funding Act of 2014 (HATFA)
extended the 10% corridor established by MAP-21 in 2012 through
2017. The BBA further extended the 10% corridor through 2020.
The corridor will phase-out to 30% between 2021 and 2024.
Legislative Update
Bipartisan Budget Act of 2015 (“BBA”)
6. 2016 BPAS Partner Conference
Segment Rate Stabilization Extension
It is important to note that the segment rate stabilization only
impacts the calculation of the Plan’s minimum required contribution
and the Adjusted Funding Target Attainment Percentage (AFTAP).
– Does not impact the calculation of:
• Financial accounting results under ASC 715-30
• PBGC variable rate premium
• Termination cost
• Lump sum calculations
Legislative Update
Bipartisan Budget Act of 2015 (“BBA”)
7. This chart assumes interest rates remain level from May 31, 2016 into the future.
2016 BPAS Partner Conference 7
4.46%
4.29%
4.38% 4.37% 4.37% 4.37% 4.37% 4.37% 4.37% 4.37%
6.37%
6.18%
6.00%
5.49%
5.03%
4.61%
4.37%
5.81%
5.65%
5.52%
5.09%
4.67%
4.41%
3.50%
4.00%
4.50%
5.00%
5.50%
6.00%
6.50%
7.00%
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Plan Year Beginning January 1,
Projected Effective Interest Rate
Without MAP-21/HATFA With MAP-21/HATFA With BBA
Legislative Update
Bipartisan Budget Act of 2015 (“BBA”)
8. 2016 BPAS Partner Conference
• PBGC variable rate premium is 3% of Plan’s
underfunded in 2016, increasing to 4.1% by 2019
– Sponsor only receives “coverage” for this premium
– PBGC is making the statement: “we don’t want to be
your bank”
One Approach to Underfunded Issues:
Borrow, Fund & Immunize
9. 2016 BPAS Partner Conference
Many sponsors with good credit are considering a strategy of
borrow, fund & immunize.
• A Sponsor borrows from a bank the amount of PBGC
underfunding and contributes it to the plan.
– Borrowing rates may be very similar to that of PBGC variable rate premium, so
interest costs may be offset completely by reduction in PBGC premiums.
– Any amount that the contribution earns on the deposit while in the plan’s trust is in
essence “arbitrage.”
– If a client is a tax-paying entity, they receive the value of the deduction in the year
deposited: in essence the government “subsidizes the loan.”
– Immunization of the portfolio at the time of deposit is a de-risking strategy.
One Approach to Underfunded Issues:
Borrow, Fund & Immunize
11. 2016 BPAS Partner Conference
• Immunization Strategy
– Looking at projected annual benefit payments from a plan and constructing a
portfolio of high-quality corporate bonds whose dividends and maturity values
“match-up” to the payment stream.
– Immunization is meant to eliminate interest rate risk.
– Some portfolio managers use derivatives to provide duration. Buyer beware!
– How much lower can 30-year Treasury rates go?
• United State 30-Year Treasury yields are currently around 2.6%.
• German (i.e. 0.90%) and Japanese (i.e. 0.35%) rates are significantly lower!
• Our clients who have done this have replaced volatile pension expense
with predictable loan payments.
One Approach to Underfunded Issues:
Borrow, Fund & Immunize
12. 2016 BPAS Partner Conference
From 2015 Trustees Report (Social Security and Medicare): https://www.ssa.gov/oact/trsum/
Social Security and Medicare:
The Projected Cost “Blow-up”
13. 2016 BPAS Partner Conference
Longer-term fixes will require one or combination of:
• Benefit cuts (increase retirement age, adjust COLA or
actual cut in benefit itself)
– Whose benefits get cut?
• Tax increase
– Who do we tax more?
• Cut the Defense Budget
– Whose jobs get cut?
• Run larger deficits
– What we’ve been doing!
Social Security and Medicare Funding Issues
15. 2016 BPAS Partner Conference
Reduction in number of children…and…
Social Security was “Fixed” in 1983…
So Why is this Happening?
16. 2016 BPAS Partner Conference
…dramatic improvements in life expectancy…at birth…
Why is this Happening?
17. 2016 BPAS Partner Conference
…and at age 65…while….
Why is this Happening?
18. 2016 BPAS Partner Conference
…% of those age 16 to 65 working has declined leading to…
Why is this Happening?
19. 2016 BPAS Partner Conference
…reduction in Worker to Retiree ratio…projected to decrease to 2.0 in 2030.
Why is this Happening?
20. 2016 BPAS Partner Conference
Pensions have morphed into 401(k) plans…which are just pre-tax
savings plans…putting retiree in “charge” of two legs of the stool.
Retirement Income
Pensions
Social
Security
Personal
Savings
A Wobbly Three-Legged Stool
21. 2016 BPAS Partner Conference
Decline in 30-Year Treasury Yields
have led to...
22. 2016 BPAS Partner Conference
$420,000
$760,000
$-
$100,000
$200,000
$300,000
$400,000
$500,000
$600,000
$700,000
$800,000
$900,000
Cost of Annuity Providing $50,000 a Year for Life to 65
Year Old Male
1985
2016
Significant Increase in Cost of
Guaranteed Income
23. 2016 BPAS Partner Conference
• Employees are going to want to work longer.
– For a married couple who are both age 65 and in good health, it’s 50-50
that one or both live until age 92!!
• If they want to retire comfortably, they almost certainly are going to
have to save more than they have been.
– Leading to explosive growth in Cash Balance Plans
• They are going to need a lot of help planning for
retirement…whenever that is.
• How do employers navigate their fiduciary responsibilities in this
environment?
Implications for Employers
27. 2016 BPAS Partner Conference
Vincent F. Spina, ASA, EA
President
BPAS Actuarial & Pension Services
(315) 703-8999
vspina@bpas.com
Contact Information
28. B P A S P A R T N E R C O N F E R E N C E 2 0 1 6
BPAS PARTNER CONFERENCE 2016
#BPASPC