Join our Community

Were You Generous or Are Company Contributions Part of Your Total Rewards Strategy?

By Jack Towarnicky

From PSCA’s 61st Annual Survey:  Company contributions are at a new high following the Great Recession – 5.1 percent. 

PSCA 61st Annual Survey results show that company contributions as a percentage of payroll have more than fully recovered after declines experienced during and following the Great Recession. Read More >>

But I Repeat Myself Again: Sidecar = Suboptimal Part 2

By Jack Towarnicky

Specific purpose savings “solutions” are suboptimal.1

Many workers live paycheck-to-paycheck. Many are unable to cope with any variability in expenses and/or income. When monies are set aside for specific purposes, too often what remains are unpaid bills or high-cost debt. Read More >>

Misbehaving Savings – Part 1 of 5

By Jack Towarnicky

Responding to Intriguing Participant Requests
Oct. 20, 1987 – I’m Too Late?

During my more than three decades in plan sponsor roles (1979-2010), I often studied workers’ savings elections and took the opportunity to frequently ask them to explain their contribution, investment, and withdrawal decisions. Read More >>

Workers Got the Hints, Felt the Nudges – Part 1

By Jack Towarnicky

PSCA’s 61st Annual Survey
The First Time the Average Contribution Percentage Exceeded 7 Percent

The average deferral percentage in PSCA’s 61st Annual Survey was 7.1 percent. Why the increase? Survey data confirm:

  • Increases in new hire automatic enrollment,
  • Higher default contribution percentages when deploying automatic features, and
  • Increases in automatic escalation.

Five Plan Sponsor Resolutions and Five Predictions for 2019

By Jack Towarnicky


  1. Automatic Enrollment: Consider changing your new hire 401(k) default to Roth.
  2. Financial Wellness: Expand your 401(k) into a holistic savings/debt management solution.2 
  3. Health Savings Account (HSA) and 401(k): Challenge participants to optimize savings by contributing the maximum to both accounts. For participants where that is not possible, guide them using a savvy “order-of-contribution” solution. Read More >>

Innovate in ‘08 – Looking Back Ten Years Later

By Jack Towarnicky

"Great things are done by a series of small things brought together." - Vincent Van Gogh

Ten years ago, an individual at the Corporation for Enterprise Development (today, Prosperity Now) suggested I share my experiences as a plan sponsor innovator. In 2008/2009, I recounted actions we took to morph our 401(k) plan from a retirement savings plan to a holistic, lifetime financial instrument. Read More >>

What’s The Story? Part 2

By Jack Towarnicky

Betcha Didn’t Know That America’s Most Valuable Benefits Tax Preference is Celebrating Its 40th “Birthday” This Year

No, it isn’t 401(k) – Internal Revenue Code Section 401(k) (IRC §401(k)).
I took my first corporate benefits position at Marathon Oil in Findlay, Ohio back in 1979. Read More >>

A Lump of Coal for Plan Sponsors

By Jack Towarnicky

Naughty or Nice, Makes No Difference – A New Mandate Proposed For You!

It should come as no surprise that DC beltway policy wonks always have another idea on how to spend your money and how you should run your business.The newest proposed federal mandate comes from individuals who have never served as a plan sponsor or worked in human resources. Read More >>

Are Your Retirement Savings Naughty? Or Nice?

By Nevin Adams

A few years back—when my kids were still “kids” – and believed in the reality of Santa Claus—we stumbled across an ingenious Web site.

This was a Web site that purported to offer a real-time assessment of one’s "naughty or nice" status. Read More >>

Annual Enrollment – Defective Health Plan Designs May Defeat HSA Enrollment

By Jack Towarnicky

The number of Health Savings Accounts (HSAs) reached 22 million at the end of 2017.1

Today, even though HSA-capable health options have, on average, a 22 percent lower cost compared to a traditional PPO, most employers still offer the HSA-capable health option as a choice alongside a traditional PPO or HMO. Read More >>

| 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |