Intac Actuarial Services, part of FuturePlan by Ascensus’ Post

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Defined contribution plans have outstripped defined benefit plans in number of accounts, assets, employers offering them and participants. But a recent study that examines the cost of both kinds of plans challenges the notion that bigger is synonymous with better. Read more at ➡️ https://bit.ly/3s1Tvjd

Great topic shared by the #NASPP Interested to know your thoughts on required award acceptance. Most of my clients present their new awards for acceptance, but the consequences of a participant’s award remaining unaccepted do tend to vary. Some companies have strict consequences (ex: unaccepted award forfeits) and some have no consequences at all. If your participants are required to accept an award, do you suspend vesting until accepted? Do you cancel if an employee does not accept? How much time is given before the consequences occur? What steps do you take to ensure the participants are aware they have new awards to accept?

HSAs go beyond what other benefits offer by giving accountholders the flexibility to spend, save, or invest their HSA funds. Whether accountholders choose to spend their funds on eligible expenses or save and invest their HSA funds, they will receive tax savings that can assist them on their road to financial wellness.

Defined contribution plans have outstripped defined benefit plans in number of accounts, assets, employers offering them and participants. But a recent study that examines the cost of both kinds of plans challenges the notion that bigger is synonymous with better. Read more at ➡️ https://bit.ly/3s1Tvjd

Defined contribution plans have outstripped defined benefit plans in number of accounts, assets, employers offering them and participants. But a recent study that examines the cost of both kinds of plans challenges the notion that bigger is synonymous with better. Read more at ➡️ https://bit.ly/3s1Tvjd