Partner Event

While the current landscape for retirement plan sponsors is predominately in the defined contribution (DC) field, there are companies that continue to have a significant pension obligation remaining from legacy programs.  Programs closed to new hires with continued benefit increases for legacy employees face nondiscrimination testing challenges and growing inequity between the two cohorts. Those with frozen benefits are seeing increased overhead costs required to support a program with limited contribution to the HR strategy. What tactics are available to employers to address these challenges? How do these programs fit into the company’s overall HR and business strategy? How do sponsors with closed pension plans address the growing inequity between those and improve harmonization? 

Presenter: ​John Perara, Retirement Practice Leader, Pacific Northwest, Willis Towers Watson

​Presentation Topics:

• Current landscape of retirement programs – benchmarking data on types of programs/costs
  
• Overview on compliance testing
  
• Testing issues with DC transitions that are non-uniform
  
• Testing issues with DC transitions for grandfathered pension members
  
• Testing alternatives
  
• Cost reduction tactics – terminated vested lump sum window & retiree annuity purchase
  
• Revisiting your retirement strategy – addressing retirement readiness and harmonization
  

Cost:Free

​​​Professional Development Credits (1 hour) available by attending:

• Qualifies for 1 CEBS continuing professional education (CPE) credit.
  
• Qualifies for 1 ASPPA continuing education credit
  
• Pending Approval for 1 Re-certification Credit Hour through HR Certification Institute® (HRCI®).
  
• ​Pending Approval for 1 PDC toward SHRM-CP and SHRM-SCP re-certification.