Conflicts of interest have long been part of the trustee/employer environment. However, the scope and meaning of what type of conflicts could arise has developed and broadened as governance best practice evolved.
If you can just help your workers save that little bit and take away their financial stop signs, you could take them off the “highway to hell” and help them towards that goal of “livin’ easy, livin’ free” and they will be indebted to you. How do you get there?
Defined Benefit (DB) pension plans are entering a new phase in their decades-long journey from valuable employee benefit to legacy financial arrangement. Taking the analogy of a journey further than any firm had dared go before, we led delegates of the FT’s inaugural CFO Dialogues event, in November, on a space-themed tour of this peculiar universe.
A successful relationship is based around the fair generation and sharing of effort and value - and that includes remuneration. Bonus payments are probably the biggest ‘bone of contention’ for employees in terms of who does and doesn’t receive them.
Volatility is a particularly subjective assumption which can have a significant impact on the value placed on share-based awards – affecting both the design and accounting value of the awards.
In order for any organisation to be successful, it needs a benefit strategy and supporting policies in place that cover the needs of a diverse workforce. It’s been said lots of times before that a one size fits all approach really doesn’t cut it anymore.
2018 a year to remember? Whilst Brexit and other world-changing events were going on, the pensions industry was embarking on its own journey into unchartered territory as it continues to develop to ensure it remains fit for purpose.
You may be considering whether your business should commit spend to a financial wellbeing strategy - can you be certain this will deliver value into the future or will this be a forgotten trend and sunk cost come 2020?
So after 28 years of uncertainty, the Lloyds Bank case judgment released on 26 October 2018 means we all now know what we need to about GMP equalisation – right? Hmmm.
Many employers want to do the right thing by their employees by providing benefits such as Group Private Medical Insurance (PMI), but increasingly cost is the key factor when considering the ongoing viability of cover.