Plan Sponsor Education Blog

As the financial landscape continues to evolve, the environment for bank mergers and acquisitions (M&A) is becoming more prevalent.

While bank consolidation offers many strategic benefits, it also brings new challenges, including the inheritance of the acquired bank’s bank-owned life insurance (BOLI) program. The long-dated nature of life insurance policies adds ownership complexity, especially when those with product and historical knowledge of the acquired BOLI program are no longer with the bank.

Under the Employee Retirement Income Security Act (ERISA), Section 404(c) offers retirement plan sponsors a crucial safe harbor—but only if they meet the necessary requirements. This protection shields fiduciaries from liability for investment outcomes as long as plan participants are given sufficient control and information over their investment choices. 

Facing a “Qualified Professional Asset Manager” (QPAM) audit can feel overwhelming for asset managers. Whether you’re dealing with a compliance issue from an affiliate’s criminal conviction or navigating a deferred prosecution agreement, the process of reinstating your QPAM status requires careful preparation and expert guidance. The good news? You don’t have to navigate this complex QPAM audit journey alone.

Discover how compensation consultants can help organizations build sales incentive plans that go beyond commissions to motivate teams and meet growth goals.

Discover how a well-structured BOLI program can help financial institutions offset employee benefit costs, retain top talent, all in a tax-efficient structure.  

Learn how compensation consultants can help your organization build a compensation program that incorporates pay transparency and supports compliance, attracts and retains key talent, and aligns with evolving workplace expectations. Discover how tailored compensation strategies can drive business goals and boost employee satisfaction.

Learn about the many responsibilities of retirement plan fiduciaries and how fiduciary consultants can help companies manage their plans and remain compliant with legal requirements. 

The need to attract and retain top talent is a key consideration when companies establish employee benefits plans. Providing workers, including highly compensated employees, the opportunity to invest in company stock can be an enticing recruitment tool and can also establish both a sense of loyalty and commitment through stock ownership. 

Just when you thought it was safe to assume your benefits package was meeting all your needs, the always unpredictable nature of the regulatory environment governing retirement plans has created a potential issue for highly compensated employees (HCEs). 

In today’s world, attracting, motivating, and retaining key employees to help build a successful business —while remaining on budget—has become more challenging than ever.