The Setting Every Community Up for Retirement Enhancement (SECURE) Act was signed into law on December 20, 2019 as part of the year-end spending bill. With retirees living longer, the SECURE Act endeavors to enhance benefits from 401(k) plans and IRAs. It also helps Qualified Employer Plans provide benefits for their employees.

By now, many HR Leaders are aware of what the SECURE Act means for their individual savings, including changes to the rules related to Required Minimum Distributions and Inherited IRAs. However, after a challenging year of navigating a global pandemic and fighting to keep their businesses alive, HR Leaders may not have had a chance to unpack what the act means for their company and employees.

The SECURE Act and other related government guidance has changed the way employer sponsored retirement plans are administered and address many of the challenges plan sponsors face when they sponsor a retirement plan. Your employees are likely experiencing increased financial stress. More efficient retirement plan administration could help HR Leaders improve retirement outcomes for their employees.

Learning Outcomes

• Unpack what the SECURE Act means for your organization
• Understand the mechanics of a pooled employer plan
• Learn about Fiduciary Duties, including ERISA 3(38), ERISA 3(21) and ERISA 3(16)
• Review best practices with respect to investment oversight and plan benchmarking
• Learn how pooled employer plans may reduce administrative burden

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