Despite a maturing of DC plans in Canada, the Towers Watson 2015 Global Pension Assets Study shows they still only account for about 4% of all retirement plan assets in the country. Compare this to 85% in Australia, 58% in the U.S. and 29% in the U.K. No wonder it’s easy to find references that Canadians lag when it comes to DC.
Outsourcing your plan’s CIO function means sacrificing some control, but it could save you time and money
At the best of times, making changes to a DB pension plan is a task, as sponsors try to balance business constraints with funding and risk concerns. But throw a union into the mix and the process becomes even more difficult.
Retiring employees might get a handshake, a gold watch or even a goodbye party. But for DC plan members...is it enough?
After last year’s strong market returns, should pension funds put the brakes on low-volatility strategies?
In a shifting CAP landscape, what’s the impact of industry consolidation on plan sponsors?
Over the last few years, a lot of time has been spent enticing employees to become more engaged in retirement planning. While engagement is still an important issue in the capital accumulation plan (CAP) space, an aging workforce nearing retirement is bringing other priorities to the forefront. De-accumulation and “emotional readiness” for retirement are becoming hot discussion topics.
How can employers attract the best and brightest people and then keep them? The challenge is bigger for some industries than others.
Companies are constantly seeking ways to attract and retain the best employees. One innovative Chicago-based agency does it by being a dream employer.
It’s a constant question for employers: how do you attract the best and brightest people to your organization and then keep them?