The complexities of the defined benefit space, more specifically the 401(k) space, have changed drastically over the past few years. There has been an increasing focus on plan sponsors and how they manage their plans, leaving companies and their executives at a higher risk.

Implementing an efficient and effective defined benefit plan is quite an undertaking. And the investment management portion of a plan is just a small piece of the entire picture. Along with maintaining the administrative burden, the investment solutions, and fiduciary role, plan sponsors must focus on the plan participants. However, with so much on their plates already, how can they focus on plan wellness?

Whether you are new the the defined benefits space or have an existing plan, we are dedicated to maximizing the corporate retirement planning experience for sponsors and their participants.

When it comes to Social Security for retirees, one of the biggest questions is “When should I start taking my benefits?” This is a strategy that has to be optimized to your retirement plan. It’s important to understand how your benefits are calculated, how they are taxed, and what happens if you continue to work after beginning to receive benefits.

Example: The amount of the social security benefit reduction varies with the year of birth. For example, an individual born in 1937 (FRA= age 65) who began receiving benefits at age 62 had his or her retirement benefit reduced to 80% of what it would have been had they chosen to wait until FRA. However, for a worker born in 1962, for whom FRA is age 67, choosing to receive retirement benefits at age 62 results in an initial benefit reduced to 70% of what it would have been had the individual waited to age 67.

Every retirement plan will be different, so each Social Security optimization strategy will be different as well. This is why we make sure your Social Security benefits are very much a part of our retirement strategy conversation.