BCG Blog - Sponsors

If families were saving for a rainy day, that day may have come regardless of what other relief may be coming. Plan Sponsors readying to change the hardship rules in their plan documents, or who may have recently done so, may want to consider how they can assist their employees during this time.

Anxious coworkers may get more anxious when they can work from home. With the liberty to check their retirement dashboards without other coworkers seeing and a highly volatile time in the stock markets, how can a Plan Sponsor help reduce some of the anxiety among employees at this difficult time?

As the coronavirus (COVID-19) increases its impact on our communities, we want to keep you updated on the steps we’re taking to protect the health and well-being of our employees while continuing to provide exceptional service to our partners as our top priorities.

As employers strive to offer more benefits to their employees, they may need to consider all the variables involved, including their own administrative capacities.

They may not be as cute as Baby Yoda, but digital pocket change apps may be just as appealing. Plan Sponsors may want to round out the information employees receive about them to make sure those apps rounding up purchases don’t leave employees broke or budgets broken.

Are Americans meeting savings goals for their retirement? More than 50% probably aren’t even close a new survey shows.

The lunch room is a great place to help employees learn financial literacy. How so? Simply add a Free Library to it and encourage employees to borrow a book. Here’s a list of a few great books to get started.

There will be around 10,000 people turning 65 each day for the next two decades. Those employees on the cusp of retirement may have different questions about retirement than their coworkers. While the questions may be important the framework for approaching them is more crucial.

While everyone else is planning their physical fitness reboot for 2020, employers and HR professionals may be wondering how they can improve employees financial fitness. Here are four ways to tackle financial education for your company in 2020.

It’s terrifying how little Americans have saved for emergencies. Will a relaxing of the hardship withdrawal rules by the IRS help or will it cause more leakage from retirement accounts?

How can an employer use the concept of cultural competency to ensure that their financial literacy programs hit the mark? Without cultural competency, an employer’s financial education programs may miss the mark and leave employees out.

As open enrollment time for health care plans comes around again, employees may be confused about the role that a HSA can play in both their retirement. In fact they may be surprised at some of ways they can use an HSA.

Employees can do more than previous generations to make sure the kids in their life can afford college, and that means Aunties and Uncles too. There could even be tax benefits for setting aside extra for the little ones in their lives.

Plan Sponsors who conduct seminars for their employees may want to plan educational programs for the upcoming year on these top worries from their employees. Here are five suggestions.

Employees who are stressed about having appropriate skills for their jobs may take matters into their own hands to learn important skills. Plan sponsors can use these platforms to help their employees learn how to be just as savvy at planning for retirement as in cranking out field reports in SalesForce.

With the coverage of the continuing climate crisis increasing, so may be the calls for caution around products that consider themselves environmentally friendly. Employees may want to be just as wary of allegedly green investment funds.

Many employees may think investing in the stock market is too risky. If risk is an issue, why not explain risk management using the same tools your company uses?

While the U.S. news media seems steeped in the benefits of mindfulness and learning to concentrate or focus, maybe its time to hear the benefits of unfocusing for a little while.

In the wake of an unexpected separation, employees may be focused on their immediate major financial needs. Retirement planning is most likely the largest, but farthest from top of mind, for most couples. Yet, Plan Sponsors may be able to help with just a few tweaks to their EAP information.

There may be something deeper in the recent revival of interest in Bitcoin, and Plan Sponsors should take note.

Not too long ago the lawsuit pending against Anthem was settled for a remarkable $23.6 million figure. And while that amount may give plan sponsors pause, several other aspects of the case are worth noting. Here’s a deep dive into several parts of the lawsuit and settlement that can help plan sponsors.

Planning for an audit sounds like rooting for a root canal, but unlike unwanted dentistry, planning for a plan audit can significantly lessen the pain involved. Here we detail both IRS and DOL audit processes so you can be prepared.

Employees may want to treat retirement like their laundry: set it and forget it. But retirement, and any investing, isn’t as easy as lather, rinse, repeat. Here’s how plan sponsors can help employees appropriately use automatic investment tools.

There’s plenty to love about IRAs. For some employees looking at an IRA may be the first step towards a larger, more robust retirement plan. For others, it may quench some fears around stock market stability which gets them started in investing.

Positivity can increase your immune system, reduce your risk of heart attack and possibly even lower your rate of depression. But, can such happy vibes be good for investing and retirement readiness?