The longest bull market in history continues to run through Q3.  Investors remain focused on three key areas: trade conflict, slowing global economic growth and the Federal Reserve monetary policy. Under the successive leadership of three chairs, the Fed has fostered the longest economic expansion in U.S. history. Read the Q3 Market Recap to learn more about the recent history of bull markets, as well as the Q3 market drivers. Also included is an overview of key year-end notices plan sponsors may need to provide to employees according to IRS and DOL regulations. If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

The longest bull market in history continues to run through Q3.  Investors remain focused on three key areas: trade conflict, slowing global economic growth and the Federal Reserve monetary policy. Under the successive leadership of three chairs, the Fed has fostered the longest economic expansion in U.S. history. Read the Q3 Market Recap to learn more about the recent history of bull markets, as well as the Q3 market drivers. Also included is an overview of key year-end notices plan sponsors may need to provide to employees according to IRS and DOL regulations. If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

As we enter the fourth quarter of 2019, it’s important for sponsors of calendar year retirement plans to be mindful of certain required participant notices. Sponsors of qualified retirement plans, such as 401(k) or 403(b) plans, may need to provide several of these notices per various Internal Revenue Service and Department of Labor regulations. Notice Purpose Audience General Deadline Deadline for Calendar Year Plans Qualified Default Investment Alternative Informs of the plan’s default investment in the event the participant does not make an investment election.  Helps maintain 404(c) protection. Active eligibles and terminated participants At least 30 days ahead of plan year Dec. 2 Automatic Contribution Arrangement Informs of the plan's feature to automatically enroll participants to a default savings rate in the plan and the potential “refundability” of deferrals. Active eligibles 30 to 90 days ahead of plan year Dec. 2 Safe Harbor

As we enter the fourth quarter of 2019, it’s important for sponsors of calendar year retirement plans to be mindful of certain required participant notices. Sponsors of qualified retirement plans, such as 401(k) or 403(b) plans, may need to provide several of these notices per various Internal Revenue Service and Department of Labor regulations. Notice Purpose Audience General Deadline Deadline for Calendar Year Plans Qualified Default Investment Alternative Informs of the plan’s default investment in the event the participant does not make an investment election.  Helps maintain 404(c) protection. Active eligibles and terminated participants At least 30 days ahead of plan year Dec. 2 Automatic Contribution Arrangement Informs of the plan's feature to automatically enroll participants to a default savings rate in the plan and the potential “refundability” of deferrals. Active eligibles 30 to 90 days ahead of plan year Dec. 2 Safe Harbor

The Fed defines success for monetary policy as when the economy is like Goldilocks’ porridge — not too hot and not too cold. Investors have enjoyed Fed Chair Jerome Powell’s “Porridge” several times in 2019 as we ushered in the longest bull market in history. Read the Q2 Market Recap to learn more about the porridge-like conditions during Q2. Also included is update on the current buzz around a Multiple Employer Plan (MEP). If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by email or by calling (800) 388-1963.

The Fed defines success for monetary policy as when the economy is like Goldilocks’ porridge — not too hot and not too cold. Investors have enjoyed Fed Chair Jerome Powell’s “Porridge” several times in 2019 as we ushered in the longest bull market in history. Read the Q2 Market Recap to learn more about the porridge-like conditions during Q2. Also included is update on the current buzz around a Multiple Employer Plan (MEP). If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by email or by calling (800) 388-1963.

Emerging Trends Impacting Healthcare Organizations A complimentary program especially for healthcare human resource leaders on October 2 - 3, 2019 Register Today Agenda At-A-Glance WEDNESDAY, OCTOBER 2 5 - 7 p.m.         Welcome Cocktail Reception                           The Pump Station | 19 Quackenbush Square, Albany, NY 12203 THURSDAY, OCTOBER 3                          HANYS Benefit Services Headquarters | 1 Empire Drive, Rensselaer, NY 12144 8:30 a.m.        Breakfast 8:45 a.m.        Opening Remarks                          Avon Scherff, Director, Employee benefit services, HANYS Benefit Services 9:00 a.m.        Panel Discussion: Benefits Survey, Trends and Benchmarks                          Wes Price, Sales Account Executive, HANYS Benefit Services                          Thomas Cummins, Managing Director, Gallagher surveys, AJ Gallagher                         Rob Brinkerhoff, National Managing Director, Healthcare Practice, AJ Gallagher 10:30 a.m.      Break 10:45 a.m. 

After 40 years of providing retirement plan advisory services to large institutions, HANYS Benefit Services is taking its experience and expertise to the smaller end of the market. Though employers with assets under $10 million may not have the same resources as larger organizations, they do have the same responsibilities and objectives: a fiduciary duty to conduct plan business in a prudent fashion and the need to offer an attractive and competitive retirement plan for their employees. “We believe sponsors in the smaller end of the market are often underserved and may not be getting the proper fiduciary oversight,” said James Kelley, president of HANYS Benefit Services. “With our new service offering, we are looking to relieve some of their administrative burden, fiduciary responsibilities and operating expenses.” HBS has created a solution that largely shifts the fiduciary and administrative burdens to third parties while crafting a lower cost, institutionally structured retirement

HANYS Benefit Services has over 50 years experience providing consultation and value-added solutions like the Group Insurance Trust to healthcare providers. GIT was created in 1967 and remains a cost-effective solution providing key benefits to our clients: short/long-term disability, group term life/AD&D, NYSDBL/PFL; lower premiums achieved through Trust scale; dedicated service teams; rate stabilization; form 5500 preparation; and multi-year rate guarantees. Saving money on employee benefits while still attracting and retaining the best and the brightest is a must in today’s economy. If you have any questions about HBS' Group Insurance Trust , or would like to talk to an employee benefits consultant, please get in touch by  email  or by calling (800) 388-1963.

HANYS Benefit Services has over 50 years experience providing consultation and value-added solutions like the Group Insurance Trust to healthcare providers. GIT was created in 1967 and remains a cost-effective solution providing key benefits to our clients: short/long-term disability, group term life/AD&D, NYSDBL/PFL; lower premiums achieved through Trust scale; dedicated service teams; rate stabilization; form 5500 preparation; and multi-year rate guarantees. Saving money on employee benefits while still attracting and retaining the best and the brightest is a must in today’s economy. If you have any questions about HBS' Group Insurance Trust , or would like to talk to an employee benefits consultant, please get in touch by  email  or by calling (800) 388-1963.

The fourth quarter of 2018 ended with significant market volatility. Yet, the U.S. equity performance was in recovery mode in the first quarter of 2019. In March, we witnessed the ten-year anniversary of the bull market for equities, making it the longest bull market on record. In hindsight, the sharp sell-off in the fourth quarter looks like a head fake for investors. Read the  Q1 Market Recap  to learn more about the dramatic recovery for the start of 2019. Also included is a legislative and regulatory update on what's happening in the retirement market. If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

The fourth quarter of 2018 ended with significant market volatility. Yet, the U.S. equity performance was in recovery mode in the first quarter of 2019. In March, we witnessed the ten-year anniversary of the bull market for equities, making it the longest bull market on record. In hindsight, the sharp sell-off in the fourth quarter looks like a head fake for investors. Read the  Q1 Market Recap  to learn more about the dramatic recovery for the start of 2019. Also included is a legislative and regulatory update on what's happening in the retirement market. If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

Plan fiduciaries are seeing increased interest in socially responsible, or impact, investing as an option in their plan offerings. Socially responsible investing began as a practice of negative screening or avoiding companies that profit from alcohol, tobacco, gambling, firearms, or similarly perceived categories. It has since evolved and expanded in focus to represent environmental, social and governance issues. Many investors question the balance between focusing on making socially responsible investments and planning for long-term successful results. Can both be achieved, or does a focus on ESG mean a sacrifice of portfolio performance? This new whitepaper addresses that question, while reviewing the origins, evolutions and performance indicators of socially responsible investments. Download “ Doing Good While Doing Well ” to learn more. To begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

Plan fiduciaries are seeing increased interest in socially responsible, or impact, investing as an option in their plan offerings. Socially responsible investing began as a practice of negative screening or avoiding companies that profit from alcohol, tobacco, gambling, firearms, or similarly perceived categories. It has since evolved and expanded in focus to represent environmental, social and governance issues. Many investors question the balance between focusing on making socially responsible investments and planning for long-term successful results. Can both be achieved, or does a focus on ESG mean a sacrifice of portfolio performance? This new whitepaper addresses that question, while reviewing the origins, evolutions and performance indicators of socially responsible investments. Download “ Doing Good While Doing Well ” to learn more. To begin talking to a retirement plan advisor, please get in touch by  email  or by calling (800) 388-1963.

The federal Family and Medical Leave Act provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. In addition to the federal FMLA, New York has laws regarding pregnancy leave, adoptive parents leave, blood donation leave, bone marrow donation leave, military spouse leave and paid family leave (effective Jan. 1, 2018). The comparison chart below concludes our review of federal vs. New York family and medical leave laws. This chart reviews leave requests, certification requirements, as well as other laws. Family and Medical Leave in New York FEDERAL ELEMENTS STATE ELEMENTS Leave Requests To be made by the employee at least 30 days prior to date leave is to begin where need is known in advance or, where not foreseeable, as soon as practicable. If due to a planned medical treatment or for intermittent leave, the employee, subject to healthcare provider's approval, shall make a reasonable effort to

The federal Family and Medical Leave Act provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. In addition to the federal FMLA, New York has laws regarding pregnancy leave, adoptive parents leave, blood donation leave, bone marrow donation leave, military spouse leave and paid family leave (effective Jan. 1, 2018). The comparison chart below concludes our review of federal vs. New York family and medical leave laws. This chart reviews leave requests, certification requirements, as well as other laws. Family and Medical Leave in New York FEDERAL ELEMENTS STATE ELEMENTS Leave Requests To be made by the employee at least 30 days prior to date leave is to begin where need is known in advance or, where not foreseeable, as soon as practicable. If due to a planned medical treatment or for intermittent leave, the employee, subject to healthcare provider's approval, shall make a reasonable effort to