Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
30+ HR education programs, including 4 NEW programs on hot topics, are available for registration.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
Updated added: 2/3/2012:
DOL Extends Deadlines for Service Provider and Participant-Level Fee Disclosures by 3 Months
The U.S. Department of Labor's (DOL) Employee Benefits Security Administration (EBSA) published its long-awaited final rule, "Reasonable Contract or Arrangement Under Section 408(b)(2) – Fee Disclosure," in the
Federal Register on Feb, 3, 2012. The final rule requires retirement plan service providers to disclose to plan sponsors the administrative and investment costs associated with their plans. It extends the effective date to
July 1, 2012, for new and existing contracts or arrangements between service providers and plans covered under the Employee Retirement Income Security Act (ERISA).
Another set of required fee disclosures, from plan sponsors to 401(k) plan participants (participant-level fee disclosures), is set to take effect 60 days after the service provider fee disclosure deadline.
Due to the extension of the effective date of the final rule, plan administrators for calendar year plans now must make the initial annual disclosure of "plan-level" and "investment-level" information (including associated fees and expenses) to participants no later than
Aug. 30, 2012, and the first quarterly statement (for fees incurred July through September) must be furnished no later than Nov. 14, 2012.
To learn more, see the
SHRM Online article "DOL Final Rule Extends Deadlines for Service Provider and Participant-Level Fee Disclosures."
A sweeping new set of U.S. Department of Labor (DOL) participant disclosure requirements will take effect for 401(k) and 403(b) plan years beginning after Oct. 31, 2011. The regulations create a new ERISA fiduciary duty for administrators to give participants an expanded array of information that meets specific content, formatting and frequency requirements.
Some of the information is already furnished by plans that comply with ERISA section 404(c). However, the new regulation substantially expands section 404(c) disclosure requirements and applies without regard to whether a plan is designed to comply with section 404(c). Because of the breadth and nature of the new required disclosures, plan administrators will likely need to coordinate closely with their third-party record keepers and investment providers. Plan administrators will find it advantageous to begin preparing early for how they will comply with the new requirements.
Focus on Fee Disclosure
Congress and regulators have become concerned with the fees paid directly or indirectly by retirement plan participants. Such fees have been the subject of class action lawsuits alleging that plan fiduciaries breached their ERISA fiduciary duties by not adequately considering (and limiting) fees charged to participants’ accounts.
For its part, the DOL has focused on measures designed to make plan fees more transparent, thereby enabling plan fiduciaries to better understand, monitor and control those fees. For example, in 2010 the DOL established
fee disclosure standards for retirement plan service providers that will take effect in July 2011. The participant disclosure regulation reflects an effort to provide similar information to participants in individual account plans so that they are better positioned to make informed decisions about managing their plan accounts.
The participant disclosure regulation creates a new set of obligations for plan administrators, which are distinct from the disclosure requirements of ERISA section 404(c). The new regulation was issued under ERISA section 404(a)(1), which requires plan fiduciaries to act prudently and solely in the interest of plan participants.
Unlike compliance with ERISA section 404(c), which is voluntary, ERISA section 404(a)(1) is a mandatory, core fiduciary obligation. As a result, plan administrators that do not comply with the new disclosure requirements may be subject to claims of breach of their ERISA fiduciary duties of prudence and loyalty.
The plan administrator of an ERISA-covered plan is the person or persons so designated in the plan documents. If the plan documents do not name the plan administrator, then the administrator is the sponsor of the plan.
In recognition of the fact that plan administrators will typically rely on their record keepers and investment product providers for the information that must be disclosed to participants, the new regulation provides a safe harbor from liability for incomplete or inaccurate information if a plan administrator relied reasonably and in good faith on its third-party service providers for such information.
Content & Frequency Requirements
The new participant disclosure regulation requires that plan administrators provide participants two broad categories of information: plan-related information and investment-related information.
Plan-related information consists of three subcategories: general information, administrative expenses and individual expenses. Generally, all three types initially must be provided on or before the date on which a participant can first direct investment of his or her account. After initial disclosure, plan-related information must be provided at least annually. If disclosed information later changes, each participant must be furnished a description of the change at least 30 days, but not more than 90 days, in advance of the effective date of the change.
Observation: The updating requirement is not subject to a materiality threshold. Instead, any change to required information must be reported to participants in accordance with the advance notice rule. As a result, plan administrators should arrange with their third-party service providers for prompt advance notice of changes in such information.
General information consists of:
The disclosure of
administrative expenses must include an explanation of any fees and expenses for general plan administrative services that may be charged against participants’ individual accounts on a plan-wide basis and which are not reflected in the total annual operating expenses of the plan’s investment alternatives. An example of such an administrative expense is a plan-wide recordkeeping fee. The disclosure must explain the basis on which such fees are allocated to each account (e.g., pro rata, per capita).
In addition to annual reporting, administrative expenses must be reported to each participant in a quarterly statement that reports:
The disclosure of
individual expenses must include an explanation of any fees that may be charged to participants’ accounts on an individual, rather than a plan-wide, basis, and which are not otherwise reflected in the total annual operating expenses of any of a plan’s investment alternatives. Examples of these expenses include fees to process plan loans and qualified domestic relations orders, fees for investment advice and brokerage windows, as well as commissions, front or back-end loads or sales charges, redemption fees transfer fees, and optional rider charges in annuity contracts.
Similar to the requirement for administrative expenses, individual expenses must be reported annually, and participants must receive a quarterly statement that reports:
The participant disclosure regulation requires that specific investment information be affirmatively disclosed and that additional investment information be disclosed at the participant’s request. As with plan-related information, investment-related information initially must be provided on or before the date on which a participant can first direct the investment of his or her account. After that initial disclosure, this information must be provided at least annually, subject to a similar updating requirement when that information changes (i.e., updated information at least 30 days, but not more than 90 days, in advance of the effective date of the change).
The extensive investment-related information includes:
Plan administrators will need to be careful to coordinate these new requirements with any other applicable disclosure requirements. For example, a plan that includes employer securities as an investment option will generally be registered with the SEC. Under SEC prospectus requirements, return information must be provided for each investment alternative offered under the plan for each of the prior three fiscal years.
As a result, SEC registered plans will now be required to provide return information for five separate periods (one, two, five and 10 years). Such plans will need to consider how the disclosures required under these rules should be coordinated with other plan-related SEC disclosure requirements.
A plan must provide to participants any materials that it receives relating to the exercise of voting, tender and or similar rights for an investment alternative if such rights are passed through to the participant under the plan.
Beside the information required to be provided automatically, a plan must provide certain investment-related information to a participant upon request. For each investment alternative, the available information includes:
These categories of “available on request” information are similar to the types of information that must be provided on request under ERISA section 404(c).
Formatting and Presentation Requirements
The investment-related information described above must be provided in chart format. The chart must be dated, include contact information for the plan administrator and provide statements concerning the availability of more information via the web and paper copies. The DOL has created a
model chart that can be used to satisfy these formatting requirements. Plan administrators are permitted to include additional information to what is required under the model chart, so long as that information is accurate and not misleading.
The other information that must be provided annually can be included in the plan’s summary plan description or in a participant’s benefit statement. The quarterly disclosures described above may be provided in participant benefit statements.
The DOL has reserved for further guidance the issue of how these disclosures should be furnished to participants. Until further guidance is issued, plan administrators are permitted to provide these disclosures electronically as long as they comply with the DOL’s current electronic delivery rules.
The DOL’s current electronic disclosure rules can be difficult to meet in some circumstances, such as when communicating with former employees or with employees who do not have regular access to a computer as part of their job duties. The DOL has for some time been considering possible revisions to these standards. It has announced that it expects to release additional guidance in this area during 2011, before the new participant disclosure regulation becomes effective.
Implications and Next Steps
The participant disclosure regulation will require considerable amounts of information to be collected and organized. Tracking plan-related fee information and providing it to participants in a timely fashion might pose logistical difficulties for some plans. Many plan sponsors and administrators will need to coordinate closely with their external record keepers or other administrative services providers to meet the new disclosure requirements.
While much of the investment-related information exists for the typical mutual fund or similar publicly traded investment alternative, collecting this information and keeping it updated might present logistical challenges. In addition, plans that offer customized investment alternatives instead of SEC-registered mutual funds will need special procedures for collecting necessary investment performance information.
The new disclosure requirements might pose some additional practical issues for administrators of ERISA-covered 403(b) plans, particularly those that have not in the past sought to comply with ERISA section 404(c). Administrators of such plans might need to allocate additional time to understand the specific information required to be disclosed for investment options that are part of an annuity contract, and to coordinate with their annuity providers for how that information will be delivered.
In addition, the new disclosure requirements emphasize the need for sponsors of 403(b) plans to understand clearly whether their plans are covered by ERISA and therefore are subject to those requirements.
Plan administrators might want to consider a participant communication strategy related to the new disclosures. Participants might be confused and overwhelmed by the wave of new information they will begin receiving if that information is not provided with sufficient context.
Employers should consider whether the new information on investment performance and benchmarks could encourage performance chasing by participants and other unintended behavior. Providing the new disclosures as part of a broader communication and investment education strategy might be helpful.
With approximately 900 lawyers and 19 offices worldwide,
McGuireWoods serves public, private, government and nonprofit clients from many industries including automotive, energy resources, health care, technology and transportation.
Republished with permission. © 2011 McGuireWoods LLP. All rights reserved.
New Participant Fee Disclosure Rules: What Plan Sponsors Need to Know, The Principal Financial Group, January 2011
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies