Employee benefits annual checkup

An annual checkup is a prudent preventive measure for employee benefit plans. It allows plan fiduciaries to assess the overall "health" of the plans they administer and to make proactive corrections. This article lists some of the most important items to consider in evaluating a plan.     

GASB proposes new standards for financial reporting of postemployment benefits by state and local governments

GASB has proposed new standards that will affect the way in which governments report postemployment health care benefits in audited external financial statements, resulting in more complete and transparent reporting by employers and plans and more relevant and useful information for the users of governmental financial reports. This article provides an overview of current financial reporting standards and practice, the financial reporting objectives of the project, the proposed measurement approach, noteworthy specific proposals, and the projected timetable for completion of the project and implementation of the new standards.     

Employee benefit plans need to protect privacy of participant information

Employee benefit plans need to examine their privacy policies and practices. Three areas of privacy compliance plan administrators should review are the HIPAA privacy regulations, state law claims against employee benefit plans for invasion of privacy and Web site privacy policies.     

DEFINED CONTRIBUTION PLANS, DEFINED BENEFIT PLANS, AND THE ACCUMULATION OF RETIREMENT WEALTH

The private pension structure in the United States, once dominated by defined benefit (DB) plans, is currently divided between defined contribution (DC) and DB plans. Wealth accumulation in DC plans depends on a participant's contribution behavior and on financial market returns, while accumulation in DB plans is sensitive to a participant's labor market experience and to plan parameters. This paper simulates the distribution of retirement wealth under representative DB and DC plans. It uses data from the Health and Retirement Study (HRS) to explore how asset returns, earnings histories, and retirement plan characteristics contribute to the variation in retirement wealth outcomes. We simulate DC plan accumulation by randomly assigning individuals a share of wages that they and their employer contribute to the plan. We consider several possible asset allocation strategies, with asset returns drawn from the historical return distribution. Our DB plan simulations draw earnings histories from the HRS, and randomly assign each individual a pension plan drawn from a sample of large private and public defined benefit plans. The simulations yield distributions of both DC and DB wealth at retirement. Average retirement wealth accruals under current DC plans exceed average accruals under private sector DB plans, although DC plans are also more likely to generate very low retirement wealth outcomes. The comparison of current DC plans with more generous public sector DB plans is less definitive, because public sector DB plans are more generous on average than their private sector DB counterparts.     

The Higher Earning in America: Are 529 Plans a Good Way to Save for College?

This article studies whether 529 plans are an effective way for most people to save for college. The 529 plans were created in 1996 to help low- and middle-income American families save for college. Since this time they have adopted more tax advantages and grown substantially as a result. While total balances in 529 plans now exceed $250 billion, less than 3.0 percent of households have a 529 plan. And the majority of 529 plan accounts are held by the wealthiest households. Low- and middle-income households receive little tax savings from investing in 529 plans, and some states count these plans against financial aid. Also, 529 plans are complicated, rules vary by state, and fund management fees tend to be high. Thus, 529 plans are not the panacea to college affordability.     

Fraud and fiduciary liability

All employee benefit plans are potential targets of fraudulent schemes. Smaller plans are targeted by unscrupulous brokers and promoters selling fraudulent policies; plans large enough to be self-insured face greater risks of fraud by providers and participants misrepresenting claims. Plan trustees, administrators and consultants should be alert to the many ways fraudulent schemes manifest themselves and to the legal remedies available; establish investigative programs to detect and discourage fraud; and promote education and plan incentives for participants to report fraud.     

Asset Allocation and Information Overload: The Influence of Information Display,Asset Choice,and Investor Experience

This paper examines whether information overload might partially explain why defined contribution plan participants tend to follow the "path of least resistance" (Choi et al. [2002]) In two experiments, we test how three common differences among defined contribution plans (the number of investment choices offered, the similarity of the choices, and the display of the choices) lead to varying degrees of information overload and the probability of opting for the default. Notably, we control for the financial aptitude of each individual. The findings suggest that the success of certain plan features depends strongly on the financial background of the participant. We find that low-knowledge individuals opt for the default allocation more often than high-knowledge individuals (experiment 1: 20% versus 2%). The results emphasize the importance of plan design, especially the selection of plan defaults, and the need to improve the financial literacy of participants.     

Changing the way employee benefit communications are produced: outsourcing, a more efficient, less costly process

Outsourcing may offer employers an efficient, cost-effective way to produce employee benefit communications. It offers a way to utilize the latest technology to produce personalized benefit statements or to target an announcement of benefit changes to a specific group of employees.     

Long-term care insurance matures as a benefit

Forty-eight percent of U.S. businesses now offer long-term care insurance (LTCI) coverage, an increase of 15% since 1998. As more organizations realize the added value of LTCI in the employee benefit package, they have also found that motivation to buy varies with employee financial standing, gender and age, and that targeted employee education as part of retirement planning is essential.     

Determinants of pension plan fees in Spain

Pension plans and funds represent a substantial part of the welfare systems in both Europe and Spain. One of the most important factors in the choice of a plan or fund is the performance it obtains. In view of the influence that fees have on performance, the objective of this study is to analyse the variables that determine the management and custodial fees of individual pension plans. The Spanish market for pension plans and funds sets legal caps on these fees, and at the same time the majority of them are commercialized and managed by financial institutions, which can in turn generate a conflict of interests. In this article, we estimate models with censured variables and our findings show how the average investment per plan, the legal status and the size of the management company to which the plan belongs, and the style of the plan are all relevant determinants of the management fee. In turn, the custodial fee is determined by the legal status of the custodial company, the size, the return and the type of plan.     

有限理性经济人假说下的财务报告列报和使用

本文在分析西蒙的有限理性经济人假说理论的基础上,论述了其经济意义:知识具有时间和主体的相对性;一般人们发现和选择的只能是满意的方案而不是最优方案;有限理性经济人在进行经济活动时,一般遵循的是程序理性穴Procedualrationality雪而非结果理性穴Rationalityofoutcome雪;无论是完全理性经济人假说,还是有限理性经济人假说,其本质都是经济人假说,经济人的行为动机一定是追求利益最大化。根据这一意义,提出了在有限理性经济人假说理论下,财务报告所列报的是根据财务报告目标要求,依据会计规则所产生的财务信息,这种财务信息必定存在“规则性失真”和信息的不完全性;此外,会计规则内容在不同时期会发生变动,以适应不同时期不同利益集团之间利益协调的改变,为此,财务报告的列报内容也会发生相应的改变。这一结论的现实意义是:人们使用财务报告时,首先,必须具备必要的经济学、会计学、管理学等相关知识;其次,对财务报告所提供的信息应允许有一定范围的“失真”;第三,对信息的不全面性和不完整性以及财务报告内容的变化要有充分的估计和思想准备。只有这样,才能正确地理解和使用财务报告。     

A guide to understanding long-term care insurance

Long-term care insurance is an increasingly popular benefit that has a number of advantages for both employers and employees. This coverage can protect employee assets and retirement savings and can be offered as a tax-free benefit if the plan is qualified. The premiums can be tax-deductible to employees, and the benefit is portable, since the policy is owned by the employee.     

Employee relations and innovation: an empirical analysis using patent data

This paper investigates the relationship between employee relations (ER) as tracked in the environment, social, and governance (ESG) database provided by MSCI Inc., and innovation as measured by patents and patent citations. Some ER policies, such as broadly based profit-sharing plans, stock option plans, and stock ownership, create a direct link between a firm’s performance and employee compensation and might therefore be expected to encourage successful innovation. In addition, some other aspects of ER, including good pension plans, good union relations, and a variety of specific benefits (such as flex time) might improve innovation performance through their effect on employee morale or institutional loyalty, or simply by creating incentives to stay with the firm. We find that both of these categories of ER – financial incentives and non-pecuniary motivations – have a positive effect on innovation as measured by patenting and patent citations.     

Designing your health benefit plan

A health care benefit plan should meet the needs and expectations of your organization and its insureds. Each organization is unique, so a health care benefit plan shouldn't be "off the shelf" but be uniquely tailored for your organization. Analyze current demographic, utilization and other data to determine which services members and their families are using and what type of services may be needed in the future.     

Understanding multiemployer health and welfare plan financial statements

The trustees of a health and welfare plan may choose to delegate monitoring of the plan's financial operations. Still, it is important that they have a basic understanding of welfare plan financial statements.     

Designing optimal gain sharing plans to promote energy conservation

We analyze the optimal design of gain sharing plans to promote energy conservation. We show how the optimal plan varies as industry conditions and the regulator??s information change. We demonstrate the importance of allowing the energy supplier a choice among plans, some of which offer the prospect of both pronounced financial gains for superior performance and substantial losses for inferior performance.     

Reserve funds key to keeping health plans fiscally fit

To avoid an economic roller coaster ride, plan sponsors should establish an appropriate financial reserve during the good times to provide a safety net during the bad. Because no law expressly requires multiemployer health funds to maintain reserves, each fund's needs should be determined by its trustees, in consultation with professional advisors. This article explores the role of reserves in helping plans to prepare for various needs and contingencies.