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Multiple Employer Plans

Nov 22, 2018

Key Takeaways

  • Tens of millions of Americans don’t have access to an employer-sponsored savings plan.
  • With fewer opportunities to save, many workers may not have sufficient income in retirement.
  • MEPs allow small business employees the same savings opportunities that larger companies offer.

 

Employer-sponsored retirement savings plans have become a critical component of the private retirement system in the U.S., and a proven tool for helping working Americans prepare for life after work. According to calculations by the nonprofit Employee Benefit Research Institute, people earning between $30,000 and $50,000 per year are 16.4 times more likely to save for retirement if they have access to a workplace plan.

Unfortunately, tens of millions of Americans don’t have access to a plan on the job, leaving many ill-prepared to meet their financial needs after they stop working. This retirement coverage gap is most acute among employees of small companies, many of whom do not sponsor plans due to concerns about costs, complexity, and fiduciary liability.

For the small employer market, multiple employer plans would enable small businesses to participate in a single, professionally administered plan that affords them economies of scale and minimal fiduciary responsibility. The plans would provide employees of those organizations the same opportunities to invest for retirement that employees of large companies already enjoy on a near universal basis via 401(k)s and similar defined contribution plans.

This paper   outlines the legislative and regulatory actions that would be needed to broaden access to MEPs for small employers. It also describes the features that a model MEP might incorporate, including:

  • Automatic enrollment of employees and automatic escalation of employee contributions.
  • Automatic deferral of employee contributions into an investment option designed to preserve principal. After four years, contributions would be made to a qualified default investment alternative, such as a target-date fund.
  • A lifetime income solution among the plan’s investment and/or distribution options.
  • Streamlined administration through standardized plan design.
  • Clear delineation of fiduciary and administrative responsibilities, ensuring that each plan is managed in the best interests of its participants and beneficiaries, with those responsibilities assumed by benefit and investment professionals rather than participating employers.

 

The Prudential Insurance Company of America, Newark, NJ and its affiliates

 

1013392-00002-00

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