Pension plans that have invested in long bonds would have benefited, according to Northern Trust Asset Management, and Legal and General Investment Management America suggests market volatility can be risk-managed and controlled to a specific target with the use of an overlay.
Educating employees about the power of time on their savings, encouraging them to log into their retirement plan accounts and starting them at a higher deferral rate are some ways employers can help boost employees' retirement savings.
However, most are offering systematic withdrawals, lifetime education and planning tools, and in-plan managed account services; they are still leery of offering guaranteed income solutions such as annuities.
“As in years past, we’re taking the responsible action of lowering our assumed rate of return now so we can better weather market volatility,” New York State Comptroller Thomas P. DiNapoli said.
They are turning to plan advisers for help with making plan design and investment changes.
A research paper warns that changing to a default fund that is preferred by more employees may lead people to be less well-prepared for retirement.
Public employers can choose how much to contribute towards other post-employment benefits (OPEB) costs and choose from two asset allocations.
“Plan sponsors should review their risk management toolkit to consider whether their investment policy is aligned with the current market environment and to explore potential risk transfer activity,” suggests Scott Jarboe, with Mercer.
The Board said it based its decision on an analysis by its actuary.
Elliot Health System made the statement that “financial challenges in health care have led the vast majority of health care employers to make this decision years before we are doing so.”
Announcements by the company provide an example of common steps and the timeline for a pension risk transfer.
Mark Unhoch, with October Three, explains why annuity costs for pension risk transfers (PRTs) are greater when interest rates are lower.
Some legislative proposals, such as the SECURE Act, may address challenges to retirement income adequacy women face, but there are also things retirement plan sponsors can do.
However, Wilshire Consulting attributes much of the improvement in funded status for the trailing 12 months to state employer contributions.
Seventy percent think their approach will help employees retire at their targeted retirement age, compared to only 43% of plan sponsors without this specific plan design.
While asset returns gave defined benefit (DB) plan sponsors a funded status bump in June, lower interest rates led to an overall decline for the second quarter of 2019.