Articles - Grid

Viewing retirement savings as a long and demanding hike may help defined contribution (DC) plan participants better comprehend key financial concepts and get started on the right path.

Artificial intelligence (AI) tools can help employers and benefit plan sponsors enhance efficiency and effectiveness, but these tools should be used with caution. This article reviews AI fundamentals, presents potential use cases, highlights illustrative tools and suggests governance considerations.

As the persistence of cyber threats grows, organizations and their employee benefit plans are attractive targets. The author discusses proactive measures that plan sponsors and trustees can implement to support an effective cybersecurity program.

The traditional practice of appointing trustees for pension and health plans has faced challenges, with a shortage of volunteers and a need for specialized skills. As a result, there is a growing trend of employing professional trustees. The authors investigate who may be independent experts appointed by plan settlors or individuals chosen by sponsoring parties and their role.

Plan sponsor pharmacies seek to optimize health benefits management by aligning various elements and enhancing transparency as well as focusing on efficient, outcome-driven health care spending. The author explores the evolving model, outlining the risks and management responsibilities plan sponsors face.

Multiemployer employee benefit plans have a long history of using reciprocity agreements to provide benefits to mobile workers. How can plans avoid legal trouble with these arrangements?

ERISA sets out disclosure requirements for employee benefit plan fiduciaries, but multiple court decisions demonstrate that fiduciaries may need to go above and beyond those requirements when providing notices and benefits information to plan participants.

What lessons can plans that received Special Financial Assistance (SFA) learn from their experience to avoid future funding challenges? The author suggests that improved risk assessment and actuarial reporting as well as investing in a cash flow matching bond portfolio may help plans remain solvent indefinitely.

Substance use disorders (SUDs) cost employers an average of $81 billion annually. Creating a recovery-ready workplace can help break down the barriers that prevent employees with SUDs from seeking help.