What's New
In a nutshell: Employers now have an additional opportunity to make an annual contribution of up to $5,250 pre-tax dollars toward employees’ student debt balances until January 1, 2026.
The Families First Coronavirus Response Act has expired, but the new stimulus bill has provisions for Leave. What do employers need to know?
A guide to what 403(b) plan sponsors need to know about upcoming plan amendments for IRS final hardship withdrawal regulations, CARES Act and SECURE Act
Understanding and updating tax withholding can help employees with budgeting and saving for retirement.
Perspectives on the election outcome—and its implications to retirement plans and the economy.
As states grow their Family Leave Programs (FLP) through legislation and ballot initiatives, the pressure is on for employers to keep on top of the rapidly changing landscape of laws. Though the purpose of family leave programs remains consistent – easing employees’ financial burden when they need to take time from work to act as a caregiver – the execution of these programs varies in many ways, including length of leave, paid leave amount, and funding mechanism.
New guidance for fiduciaries of ERISA plans around environmental, social and governance (ESG) investing
Voya Claims 360 helps to ensure supplemental benefits are used more often.
Christine Hurtsellers, CEO of investment management, and Charles Nelson, CEO of retirement, at Voya Financial Inc., have issued a public comment on the Employee Benefits Security Administration's proposed rule entitled "Financial Factors in Selecting Plan Investments". The comment was written on July 29, 2020, and posted on Aug. 5, 2020:
A simply intuitive solution for making complex financial decisions
In a nutshell: As an employer, you can now contribute up to $5,250 tax-exempt dollars toward your employees’ student debt balances.
This Nurses Week – now more than ever – we thank them for all they do.
Includes deadlines for employer contributions to qualified retirement plans for the 2019 tax year. Read more.
A summary of hardship distribution rules to help 401(k) plan sponsors prepare for an uptick in requests
The workplace and other employment consequences of responding to COVID-19 (coronavirus) will raise questions about 401(k) plan administration. Here are some questions that are likely to come up soon.
In markets like what we have experienced this year, “stay the course” is easier said than done.