KNOWLEDGE CENTER: For Employers

As an employer, choosing to offer a 401(k) plan can benefit your employees. Did you know it can also benefit you?

Is your plan getting the support it needs during this pandemic?

Learn how this exciting, low-cost plan amendment may be able to benefit your employees.

Understanding fiduciary responsibility is key for plan sponsors and retirement plan committee members.

Recent research has proven there is a direct link between financial stress and company productivity.

COVID-19 is wreaking havoc on financial markets, both in the U.S. and abroad. However, by looking back in time, we might be able to educate and inform investor actions today.

Non-discrimination testing is an important part of sponsoring a 401(k) plan, but it shouldn’t cause an employer undue stress.

The barrage of excessive fee lawsuits filed in 2006 started a trend that continues to this day.

ESG, or environmental, social and governance funds, can be appealing to many investors, including millennials.

Approach, review, document, and decide

As a plan sponsor, you are no stranger to the annual retirement plan review.

If you, your plan or your participants suffer from poor participation, low deferral rates or shortsighed investment decisions, you are not alone.

Retirement plans come in all shapes and sizes: DC Plans, DB Plans, Non-Qualified, 401(k), 403(b), 401(a), 457, SEP IRA, Simple IRA, Roth IRA, Cash Balance, HSA…and any other number letter combinations that you can think of.

Cyber-crime is on the rise worldwide.

Choosing mutual funds for your retirement plan’s investment lineup can feel like wading through a sea of alphabet soup.

It’s about helping you identify opportunities, achieving greater employee outcomes and minimizing your fiduciary risk.

In today’s continually-evolving regulatory and legal environment, it’s more important than ever to make sure your organization’s retirement plan is both effective and compliant.

As many employees look ahead to retirement, 47% of workers feel somewhat confident that they’ll have enough money saved to retire on time and then live comfortably.

Connecticut passed an act that will bring non-ERISA 403(b) plans closer to ERISA 403(b) plans. The new law is the first in the country to require a much higher level of fiduciary standards for these types of plans.

We all know that paying for the administration of a retirement plan adds an expense to the bottom line.

Now that you've engaged your employees in participation, discover how to optimize their plan under HCE rules.

Are your most vital employees saving enough for retirement? Ensure that the retirement plans you sponsor are effective and attractive to high-value employees.

Pension plans have always wrestled with finding an appropriate balance between risk and return in the investment portfolio, and today's investment environment is not making that struggle any easier.

In 2016, the Department of Labor issued the final version of its Fiduciary Rule. This new rule is the single biggest change affecting the way investment advisors provide advice to retirement plans since ERISA was introduced in 1974.

Since the passage of ERISA in 1974, plan sponsors have been trying to balance the delivery of retirement benefits (defined benefit or defined contribution) between qualified and nonqualified plans. A fundamental objective of either a qualified or nonqualified plan is the deferral of taxes.

Since the passage of ERISA in 1974, plan sponsors have been wrestling with who is and who is not a fiduciary of their retirement benefit plans while also making sure that a plan must have at least one fiduciary named in the plan document.

CBIA’s Benefit Survey Report contains information submitted by 297 companies throughout Connecticut. The report is divided into three sections: time off; health and other insurance benefits; and retirement benefits.

This, the eighth annual survey of compensation and benefits for Connecticut’s top executives, contains information on base salary, total compensation, incentives (short- and long-term), and benefits related to executive compensation.

Learn how we helped one client administer the plan while focusing on other HR-related responsibilities.

Learn how we helped one CT town with this innovative alternative that would curb rising pension costs.

Our innovative ‘opt-out’ pension plan design gave this town a solution to talk about.

To help this municipal client reduce employee benefit costs, we built an innovate testing solution that proved significant savings over a 20-year period.

Discover how a modernized investment strategy motivated employees to join the plan or increase savings, and achieved significant saving for both the client and plan participants.

From benchmarking studies to streamlined plans, our retirement and investment services score an A+

Learn how creating a modern plan structure for this convenience store and fuel retailer led to a more manageable plan and clearer understanding of its features for employees

This metal manufacturer is giving employees a better understanding of their retirement plan.

Our second annual Municipal Pension & OPEB Report provides findings on pension and OPEB plans throughout Connecticut

Our guide provides practical information to help you better understand this important function and the actions needed to remain compliant with your fiduciary duties.

This guide is designed to help plan sponsors better understand plan termination best practices to ensure a smooth and predictable termination process that meets high standards for efficiency, quality, and communication with employees.

Identify the principal concerns most affecting your organization. Formulate solutions that provide the basis of today’s planning while providing a foundation for the future. Achieve, and then exceed, each and every goal.

As a retirement plan sponsor, you juggle many tasks. One of the most important is ensuring that your plan is compliant with all pertinent federal and local regulations.

Last year brought exciting change to H&H as we relocated to a larger, more contemporary office and welcomed a number of new retirement experts to our team, further positioning us as a leader within the industry

Hooker & Holcombe is pleased to share with you our 2019 Municipal Pension & OPEB Report.

This collaboration exemplifies how we came together as one company to deliver value to our clients while also giving back to the communities where we live and work.

It's not only about administering plans. It's about identifying possibilities that help our clients achieve and exceed each and every goal.

In these changing times, our clients benefit even more from our customized solutions, unmatched expertise and our transparent business practices.

Together, H&H and OMNI deliver a comprehensive solution for Connecticut schools and their employees.