More Information Does Not Necessarily Equate to More Understanding

Posts by Leonard Sanicola 之前，美国劳工局曾经的规章中规定企业必须在将一些费用实现透明化，比如说在职工养老金401(k)计划以及403(b)制度方面，以使职员可以选择更好地保障家人和自己的权益。但是这些透明的信息真的意味着员工能理解么？

Last week in my blog entry, I discussed the DOL s regulations regarding their fee disclosure efforts for defined contribution programs like 401(k) and 403(b) plans. One of the rules is intended to achieve transparency (which I hope we all agree is a good thing!), and with this effort ultimately provide employees with information to help them make better decisions for themselves and their families. The rule was meant to ensure that workers who direct their plan investments have access to the information they need to make informed decisions regarding their retirement savings. Many of you, also, are aware of two other regulations that have similar objectives. One is the W-2 reporting of the cost of group health insurance coverage, beginning in 2013 with tax reporting for 2012, and the Summary of Benefits and Coverage and Uniform Glossary Requirements, which is intended to enable individuals to more easily understand the coverage they already have and, when purchasing new coverage, to make apples-to-apples comparisons of available options. Primarily, the intent is to provide consumers with enough information to help them understand and adequately evaluate their health insurance choices. Here are a few questions for human resources and total rewards professionals: Do you believe these regulations will achieve their intended objectives, but, even more important, result in better employee preparedness, understanding, and appreciation of their plan options? Do you believe the disclosure of fees and expenses will significantly change participant behavior- for the better or for the worse? Will it be enough to motivate workers to better manage their investment options? Overall, will participant behavior truly change? Finally, how do you communicate the true value of your total rewards programs while complying with the legal and regulatory environment? 管理新知 您可能感兴趣的文章 LinkedIn Turns a Profit As It Handily Beats Wall Street 2012-11-02 Implementing Actionable Predictive Analytics in Talent Management 2013-10-11 The Problem With Corporate Recruiters 2011-09-01 最近文章 TEST 2018年01月15日 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？

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