Assessing the Impact: New DOL Fee Disclosure Rules for Retirement Plan Sponsors
Publisher: Wipfli, LLP
Access this content
Your content has been opened.
Assessing the Impact: New DOL Fee Disclosure Rules for Retirement Plan Sponsors has been emailed to . Entered the wrong email?
Don't see the content in your inbox?
Make sure to check your spam and other messages folders.
Can't get to your email right now?
To complete your registration and access this content, enter the sign-in code sent to your email.
Please enter a valid verification code.
Code sent to:
Register to access this content
By accessing content on the Insurance & Technology Online Buyer's Guide you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.
Congress’ nonpartisan Government Accountability Office (GAO) recently revealed that half of U.S. employers didn’t know if they, or their plan participants, paid investment management fees for their 401(k), 403(b), profit-sharing, or other ERISA-covered retirement plans. Well they know now. The Department of Labor (DOL) has been working on the issue of fee disclosures over the past two years and as of July 1, 2012, retirement plan service providers are now required to clearly disclose the fees they charge retirement savings plans for services like investment management, recordkeeping, administration, and others. Calculating fees can be complex because several companies may be involved in maintaining a plan, resulting in layers of fees that may be paid by the primary plan sponsor (employer) and the plan participants (employees in the plan).
Similar content you might be interested in
