KNOWLEDGE CENTER: For Employers

Provide employees with benefits that are balanced, supporting their social, physical, mental and financial well-being.

Learn how offering financial wellness programs can help reduce financial stress for your employees.

Learn how a financial wellness initiative can have far-reaching benefits for your business.

Here’s helpful guidance about your fiduciary duty, plan oversight, as well as available advisory services and protection.

Explore how defining workplace goals can be a vital first step to building a powerful retirement plan.

Here are some of the most asked questions about retirement plan fees and how to benchmark them.

Learn about its implications for retirement plans, employers and employees.

Here are 7 considerations for a rewarding workplace retirement plan.

Learn more about these unique funds and how they may fit within your workplace retirement plan.

Here are 4 simple steps to help understand the transition.

Here’s how financial wellness programs can help reduce stress and improve employee productivity.

How to leverage different service providers to help your 401(k) plan run more smoothly.

Find out more about the advantages of HSA accounts.

Download our guide to see how it works.

Learn how to maximize your retirement savings and help minimize your tax burden.

These 3 ideas can strengthen your talent management strategy and help your employees save more for retirement.

Find out more about these workplace retirement plan benefits and how they may help your company today.

Learn how a customized employee education strategy can help increase participation and promote savings across the board.

How to encourage your investors to maintain a long-term investment strategy to weather the ups and downs.

Hughes v Northwestern case and what plan sponsors need to know.

Learn what to consider and how to get started with a top rewards program.

Learn more about the importance of fidelity bonds.

Here are top strategies and ideas for total rewards programs

What you need to know about in-plan guaranteed income

How does inflation affect retirement savings?

Get our Guide to Understanding DOL Audits.

Learn how diversity, equity and inclusion retirement plan enhancements may help drive financial freedom.

Take this quiz to help you pick the right one for your organization.

Be aware of red flags, how to respond and what documents to have ready.

Quickly compare your plan against average benchmarks to highlight plan design and success opportunities.

Will they become part of your fiduciary consideration?

Make sure you know your share class ABCs.

Committee actions (or inactions) can have a huge impact on retirement readiness

Here are some key data points to help determine whether your plan is performing and meeting its goals.

Help your employees get back on track with their retirement savings despite the K-shaped recovery

Here are some frequently asked questions and ideas to get the discussion started

Here are some legislative changes and plan design features to consider

What Plan Sponsors need to do

Learn how employers can help stop retirement savings setbacks.

Consider the advantages and disadvantages of a pension risk transfer strategy.

Discover how auto features can help employees build retirement savings more effectively.

5 reasons to rethink financial wellness

Discover how NQDC plans can benefit your organization and its eligible employees

Five things employees should consider when offered a Non-Qualified Defined Contribution (NQDC) plan

Cost effective ways to expand 401(k) participation

How today’s actions may impact your employees' retirement future.

A summary on how this Act may impact your pension plans

Learn how the recent relief provisions may impact your Dc plans.

Employers welcome new rule that expands online 401(k) disclosures

On February 8, 2021, the House Committee on Ways & Means released important legislation that will affect single employer corporate pension plans if it becomes law.

What’s on the ERISA agenda for 2021? Here are 5 important changes that plan sponsors should be paying attention to.

Missing participants are an industry-wide problem – find out why it matters and what steps you can take.

As an employer, choosing to offer a 401(k) plan can benefit your employees. Did you know it can also benefit you?

Is your plan getting the support it needs during this pandemic?

Learn how this exciting, low-cost plan amendment may be able to benefit your employees.

Understanding fiduciary responsibility is key for plan sponsors and retirement plan committee members.

Recent research has proven there is a direct link between financial stress and company productivity.

COVID-19 is wreaking havoc on financial markets, both in the U.S. and abroad. However, by looking back in time, we might be able to educate and inform investor actions today.

Non-discrimination testing is an important part of sponsoring a 401(k) plan, but it shouldn’t cause an employer undue stress.

The barrage of excessive fee lawsuits filed in 2006 started a trend that continues to this day.

ESG, or environmental, social and governance funds, can be appealing to many investors, including millennials.

Approach, review, document, and decide

As a plan sponsor, you are no stranger to the annual retirement plan review.

If you, your plan or your participants suffer from poor participation, low deferral rates or shortsighed investment decisions, you are not alone.

Retirement plans come in all shapes and sizes: DC Plans, DB Plans, Non-Qualified, 401(k), 403(b), 401(a), 457, SEP IRA, Simple IRA, Roth IRA, Cash Balance, HSA…and any other number letter combinations that you can think of.

Cyber-crime is on the rise worldwide.

Choosing mutual funds for your retirement plan’s investment lineup can feel like wading through a sea of alphabet soup.

It’s about helping you identify opportunities, achieving greater employee outcomes and minimizing your fiduciary risk.

In today’s continually-evolving regulatory and legal environment, it’s more important than ever to make sure your organization’s retirement plan is both effective and compliant.

As many employees look ahead to retirement, 47% of workers feel somewhat confident that they’ll have enough money saved to retire on time and then live comfortably.

Connecticut passed an act that will bring non-ERISA 403(b) plans closer to ERISA 403(b) plans. The new law is the first in the country to require a much higher level of fiduciary standards for these types of plans.

We all know that paying for the administration of a retirement plan adds an expense to the bottom line.

Now that you've engaged your employees in participation, discover how to optimize their plan under HCE rules.

Are your most vital employees saving enough for retirement? Ensure that the retirement plans you sponsor are effective and attractive to high-value employees.

Pension plans have always wrestled with finding an appropriate balance between risk and return in the investment portfolio, and today's investment environment is not making that struggle any easier.

In 2016, the Department of Labor issued the final version of its Fiduciary Rule. This new rule is the single biggest change affecting the way investment advisors provide advice to retirement plans since ERISA was introduced in 1974.

Since the passage of ERISA in 1974, plan sponsors have been trying to balance the delivery of retirement benefits (defined benefit or defined contribution) between qualified and nonqualified plans. A fundamental objective of either a qualified or nonqualified plan is the deferral of taxes.

Since the passage of ERISA in 1974, plan sponsors have been wrestling with who is and who is not a fiduciary of their retirement benefit plans while also making sure that a plan must have at least one fiduciary named in the plan document.

This, the eighth annual survey of compensation and benefits for Connecticut’s top executives, contains information on base salary, total compensation, incentives (short- and long-term), and benefits related to executive compensation.

CBIA’s Benefit Survey Report contains information submitted by 297 companies throughout Connecticut. The report is divided into three sections: time off; health and other insurance benefits; and retirement benefits.

Choosing H&H provided all the services they needed, including easy plan access for their participants.

The hospital has been using PensionEdge® and the H&H Service Center since 2018, and could not be happier with the experience.

H&H showed this municipality how a DROP plan could resolve multiple challenges they were facing.

Learn how we helped one client administer the plan while focusing on other HR-related responsibilities.

Learn how we helped one CT town with this innovative alternative that would curb rising pension costs.

Our innovative ‘opt-out’ pension plan design gave this town a solution to talk about.

To help this municipal client reduce employee benefit costs, we built an innovate testing solution that proved significant savings over a 20-year period.

Discover how a modernized investment strategy motivated employees to join the plan or increase savings, and achieved significant saving for both the client and plan participants.

From benchmarking studies to streamlined plans, our retirement and investment services score an A+

Learn how creating a modern plan structure for this convenience store and fuel retailer led to a more manageable plan and clearer understanding of its features for employees

This metal manufacturer is giving employees a better understanding of their retirement plan.

Our second annual Municipal Pension & OPEB Report provides findings on pension and OPEB plans throughout Connecticut

Our guide provides practical information to help you better understand this important function and the actions needed to remain compliant with your fiduciary duties.

This guide is designed to help plan sponsors better understand plan termination best practices to ensure a smooth and predictable termination process that meets high standards for efficiency, quality, and communication with employees.

Identify the principal concerns most affecting your organization. Formulate solutions that provide the basis of today’s planning while providing a foundation for the future. Achieve, and then exceed, each and every goal.

As a retirement plan sponsor, you juggle many tasks. One of the most important is ensuring that your plan is compliant with all pertinent federal and local regulations.

Last year brought exciting change to H&H as we relocated to a larger, more contemporary office and welcomed a number of new retirement experts to our team, further positioning us as a leader within the industry

Hooker & Holcombe is pleased to share with you our 2019 Municipal Pension & OPEB Report.

This collaboration exemplifies how we came together as one company to deliver value to our clients while also giving back to the communities where we live and work.

It's not only about administering plans. It's about identifying possibilities that help our clients achieve and exceed each and every goal.

In these changing times, our clients benefit even more from our customized solutions, unmatched expertise and our transparent business practices.

Together, H&H and OMNI deliver a comprehensive solution for Connecticut schools and their employees.