Save America Save
A video series, direct from Charlie Epstein, based on his book; Save America, Save! Secrets to a Successful 401(k) Plan. Charlie talks about valuable strategies you can implement to improve your 401(k) retirement plan and your employees’ retirement savings outcome.
In this series, we’ve been talking about how to get your employees engaged in saving for their retirement plan. Today’s topic is one of my favorites, something called “OPM.”
Today, we’re going to focus on what I call “the Gap Statement.”
Today I want to focus on something I call “needs-based versus greeds-based” rate of return. Before getting into the details of this and why it’s so important, I want to make sure that you have an opportunity to get my book “Save America, Save!: The Secrets of a Successful Retirement Plan.” It’s chock-full of all of my secrets on how to turn your 401(k) into a successful retirement plan.
Today I’m going to give you, the plan sponsor, the secret to turning your company’s 401(k) plan into a paycheck manufacturing company for you and your employees.
In my last few videos, I’ve been talking about things like revenue sharing and expenses. Today, I’d like to dive a little bit deeper into this topic by talking about share classes. We’ll focus on the different kinds of share classes that mutual fund companies have, why they have them, and what you need to be aware of as a plan sponsor to avoid a potential lawsuit.
As I mentioned in my last video, the recent court case of Tibble v. Edison is something, that you as a plan sponsor fiduciary, need to understand because it pertains to the fees and expenses in your plan and what types of share class or mutual funds you have in that plan.
There’s a lot of activity right now in the 401(k) industry, but today I want to talk specifically about a court case that has been dragging out for the past six or seven years: Tibble v. Edison.
In case you didn’t know, revenue sharing has been the basis for the largest litigation and lawsuits by the largest law firms across America against you—the planned sponsor fiduciary.
Today I want to focus on what your employees can do to improve their investment outcomes.
What impact can fees have on your employees’ success in retirement?
Well, no one wants to pay more than they have to. However, when you are the fiduciary of a 401(k) plan, you have a duty of loyalty and prudence.
How can you provide a diversified investment lineup to your employees that meets your fiduciary obligations as a plan sponsor fiduciary? There are a couple things to keep in mind.
On this installment in my series—based on my book, “Save America, Save!”—we’re talking about getting a benchmark analysis. One of the keys to being a great plan sponsor fiduciary is ensuring that the fees that you pay in your plan are reasonable. Who and how do you define “reasonable?”
We believe that you can design a retirement plan that can nearly bulletproof you from any fiduciary liability. You do this by hiring prudent experts; people who have a 3(38) ;3(21) ;or 3(16); designation.
Your role and responsibility as a fiduciary of a retirement plan is an important aspect of a 401(k) plan.
Welcome back to my series on how to create a successful retirement plan for your employees. In the last few videos, I’ve been talking about the various options you have for automating your employee’s savings to create paychecks for life. However, I want to switch gears today and talk about another important topic. I’m talking about the stretch match and courageous plan design.