The more convinced employees are of the wisdom of saving for retirement, the greater the level of employee participation. The greater the participation, the more the plan can benefit employees, including highly compensated employees. Regular meetings, newsletters, and handouts are effective means of communicating plan advantages.

After Federal Reserve Chairman Powell’s Christmas Eve faux pas in 2018, the language and tone of the Fed, regarding the prospects of rising short term interest rates, has become decidedly more-friendly to both stock and bond markets.

Ever heard of the saying, “You can lead a horse to water, but you can’t make them drink”? That’s what comes to mind when Employers go to the trouble and expense to put a 401(k) Plan in place for their employees and then get little or very low participation in the plan.

I was at an after-hours gathering with several co-workers recently and a discussion about particularly trustworthy people we knew came up.

April was National Financial Literacy Month, recognized in the United States as an effort to help Americans make sound financial decisions and to manage their money wisely.