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Benchmarking Defined Benefit Plan Fees – An RIA’s Perspective

Overview
October 15 is a few weeks away and many plan sponsors are working to complete their Form 5500.  Large plans subject to Schedule C filing must obtain the fees for the service providers to their plan.  Law changes in the past few years require plan sponsors to obtain and review the service provider fees for […]

By |September 27th, 2013|Atéssa Blog|Comments Off on Benchmarking Defined Benefit Plan Fees – An RIA’s Perspective

Big Data and Form 5500 – Part 1

Overview
Qualified retirement plans subject to ERISA must file an annual return, Form 5500, with the Department of Labor’s (DOL) electronic filing website.  Depending on the number of participants in the plan, additional schedules are required listing the plan’s financials, expenses and participant counts.

What’s the point?

Providing investment management and recordkeeping services to the plan is a […]

By |March 14th, 2013|Atéssa Blog|Comments Off on Big Data and Form 5500 – Part 1

Understanding the Importance of Performance Appraisals

The most challenging aspect of a performance appraisal is measuring the actual performance of the employee. Since the performance is measured by tasks performed, there is a continuous process that must be administered in order to monitor the performances throughout the appraisal cycle.

Thus, it’s very important to choose the correct measuring techniques. It’s also important […]

By |September 20th, 2012|Atéssa Blog|0 Comments

The HR Audit As An Essential Improvement Tool

HR professionals now speak a similar quantitative language to that of management, in effect, giving the HR department a more strategic outlook. As a result, the HR department is constantly looking for ways to improve its strategy and achieve the best results possible. HR departments nationwide realize that an essential tool for success is utilizing […]

By |September 12th, 2012|Atéssa Blog|0 Comments

ATTN HR Professionals: Are You Prepared for Legal Issues?

It’s a common occurrence for today’s HR professionals to be on the defense of a legal battle. It’s not necessarily because of an increase in negligence by the HR department, but because employees are now more aware of their legal rights. As a result, there’s been an increase in the number of employment-based complaints, charges and lawsuits by current or former employees. Lawyers are jumping on this opportunity, too, empowering angry employees to take corrective action and sue. The expansion of employment laws does not help the HR professional either, making it easier for employees to initiate a lawsuit. Needless to say, as an HR professional it’s crucial to be prepared and take preventative action now. Here are some of the top reasons that employees resort to legal action:
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By |September 3rd, 2012|Atéssa Blog|0 Comments

Retirement Plan Fees: As a Plan Sponsor, I’m Required to do What?

About the only thing tougher than saving and investing for retirement is being a Plan Sponsor. As a Plan Sponsor, responsibility lies with keeping the plan in compliance and acting in the sole interest of the Plan’s Participants. Plan Sponsors act in a fiduciary capacity to the plan, so they must also ensure that the […]

By |August 27th, 2012|Atéssa Blog|0 Comments

Fiduciary Determination of Reasonableness: Deciphering ERISA 408(b)(2) Fee Disclosure Information

At a recent conference I attended, one of the speakers mentioned that the final ERISA 408(b)(2) regulation used the word “reasonable” or “reasonableness” 49 times (yes, they actually counted). It’s obvious the Department of Labor (DOL) means business. The DOL expects responsible plan fiduciaries to fulfill their obligation to act solely in the best […]

By |August 13th, 2012|Atéssa Blog|0 Comments

WEBINAR-MAP-ping Out Your Pension Plan’s Future

How Funding Relief (MAP-21) Affects Your Plan Financially

Date: August 21, 2012 at 11:00 am – 12:00 pm Pacific time

The Moving Ahead for Progress in the 21st Century (MAP-21) Act was signed into law on Friday, July 6, 2012. In general, this Act affects the interest rates used to calculate the Funding Target (Liability) for single-employer […]

By |August 8th, 2012|Atéssa Blog|0 Comments

6 Ways for HR Professionals to Relieve Stress

As an HR professional, the list of potential stressors can seems endless. From being available to all company employees, managing crises and staying educated on the latest trends, there comes a point when time to reflect and recharge is vital. Depending on the time of the year, the burdens put upon the HR department can […]

By |July 30th, 2012|Atéssa Blog|0 Comments

9 Key Items for Plan Sponsors to Consider When Reviewing Service Provider Disclosures Provided Under ERISA 408(b)(2)

On or before July 1, 2012, plan sponsors should have received disclosures from all covered service providers to the plan of the costs of services, direct and indirect compensation, and fiduciary status. Responsible plan fiduciaries are obligated to ensure provided disclosures are complete and in compliance with Regulation 2550.408.b-2(c). In making a determination of completeness, […]

By |July 30th, 2012|Atéssa Blog|0 Comments