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 2016 Employee Benefits survey helped call to attention the increasingly complex circumstances under which employee benefit plans are constructed. The popularity of wellness programs certainly shows a direct correlation between the health and welfare of employees and cost of their care. Most respondents said their organization offers a wellness program (74%), with the most popular methods including: flu shots; smoking cessation; and a health risk assessment. If wellness helps reduce the risk of heart attack, stroke, diabetes, hypertension, and other serious conditions, then the hope is that it will result in fewer medical claims. Download our  2016 Employee Benefits Survey Report  and the  Employee Benefit Survey Webinar Presentation Recording  to understand what these results mean to you as an employer, and what challenges and risks you may face when attempting to offer a competitive benefits package under the Affordable Care Act. If you have any questions, or would like to begin t

A retirement plan’s overarching goals are to help participants accumulate wealth during their years of employment and to provide them with income during their retirement. The challenge for fiduciaries is to successfully navigate the options available and build an optimal investment menu that is designed to guide participant choices and improve their retirement readiness. Since plan fiduciaries may be exposed to personal liability, it is prudent to have a process in place for the selection and monitoring of investment options. HANYS Benefit Services has outlined a four-step process for constructing an optimal investment menu that: fosters ERISA compliance; provides desirable investment choices for plan participants; and impacts retirement outcomes. Read  4 Steps to Building an Optimal Retirement Plan Lineup for Participants  to learn more. If you have any questions, or would like to begin talking to a retirement plan advisor, please get in touch by calling (800) 388-1963 or e-mail us at

Defined contribution plans are and will continue to be a mainstay in the market. But, are they working? Improving Participant Outcomes: An Action Plan for Plan Sponsors  looks at some of the factors that plan sponsors should consider when assessing the value of the retirement plan offered to their employees. It also considers steps they can take to provide greater assurance that employees will be able to generate sufficient income on which to retire. According to the Investment Company Institute’s 2013 Investment Company Fact Book, at year end 2012, there was approximately $5.1 trillion invested in defined contribution retirement plans in the United States. Recent regulatory changes have placed even greater responsibility on plan sponsors, including heightened fiduciary responsibilities, fee disclosures, and expanded audit and reporting requirements. However, little has been done to ensure participants are any more prepared to retire. Are these defined contribution retirement plans ser

Defined contribution plans are and will continue to be a mainstay in the market. But, are they working? Improving Participant Outcomes: An Action Plan for Plan Sponsors  looks at some of the factors that plan sponsors should consider when assessing the value of the retirement plan offered to their employees. It also considers steps they can take to provide greater assurance that employees will be able to generate sufficient income on which to retire. According to the Investment Company Institute’s 2013 Investment Company Fact Book, at year end 2012, there was approximately $5.1 trillion invested in defined contribution retirement plans in the United States. Recent regulatory changes have placed even greater responsibility on plan sponsors, including heightened fiduciary responsibilities, fee disclosures, and expanded audit and reporting requirements. However, little has been done to ensure participants are any more prepared to retire. Are these defined contribution retirement plans ser