At the Colleges of Applied Arts and Technology (CAAT) Pension Plan (No. 29), those charged with overseeing the retirement savings of nearly 34,000 plan members from participating Ontario colleges aim to respond to changes before they happen. And they try to be as transparent as possible with members when changes to the plan are deemed necessary.
Results from the 2012 Sanofi Canada Healthcare Survey suggest that opportunities exist for plan sponsors to better educate and engage plan members, according to a member of the survey team.
Workplaces today are filled with a generational jumble of four different age groups: veterans, baby boomers, generation X and generation Y. And the different dynamics of these groups have employers scrambling to find tactics to engage and inform them all.
After years of declining employee engagement levels around the world, it looks like there’s a positive shift coming in, according to research by Aon Hewitt.
Plan members are busy people. In our hyper-connected world, many employees struggle with information overload. With that in mind, it's a good idea to ask yourself how clearly and concisely you’re communicating with them.
It’s becoming increasingly clear that social media and technology are offering new ways for DC plan sponsors to connect with their members in a more timely and meaningful manner.
For most HR leaders, the formula for benefits change is pretty simple: change = big headache. And it’s not just because of the extra paperwork.
Canadian pension plan sponsors are caught in a difficult balancing act in which they must manage regulation compliance while also mitigating costs and offering a positive member experience, according to a report by Towers Watson.
In 2007, Teck Resources Ltd. undertook an extensive communication campaign to determine what its employees needed when it came to better understanding and participating in their DC plan.
We know it’s important to invest now for the future. So why is it so hard to save for retirement?