Viewpoints by Lynda Abend, at John Hancock Retirement
In this role, Lynda is responsible for facilitating the development of corporatewide strategies and driving the transformational agenda for the organization. She has more than 25 years’ experience in the financial services industry, working with qualified retirement plans, supplemental executive retirement plans, and postretirement health and welfare plans. Lynda has been with the company since 1998, with previous roles that include managing defined benefit consulting and compliance services. She earned a B.S. in Mathematics and Economics from the University of Massachusetts.
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Unions and Taft-Hartley retirement plans show their value in tough times
The COVID-19 pandemic has brought an era of constant change. Initial concern about market volatility in the early days of the pandemic in the United States gave way as concern about illness and job security took over. Since the CARES Act took effect, retirement plan participants have had access to some temporary financial relief. We took a look at our Taft-Hartley retirement plan participants to see what actions union members are taking amid the uncertainty.
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How 401(k) participants responded to the CARES Act and market volatility in April
COVID-19 has inflicted a good deal of financial damage, and many Americans are starting to look to their retirement plans for relief. Our data shows the actions they're taking and how those compare with the old normal.
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The market moved in March, but 401(k) participants didn’t
The stock market swung up and down wildly in February and March 2020. As financial professionals, you spend a lot of time teaching investors not to react emotionally when the market goes crazy. And it looks like people have been paying attention—for now.
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Helping participants become better at 401(k) investing
Investment trends among defined contribution plan investors, and ideas for providing help, from John Hancock's "State of the participant 2020" study.
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Financial stress: what’s the cost?
Financial wellness has become a priority among employers over the last several years. Many have added financial wellness components to their overall wellness benefits, recognizing the link between wealth and health. These programs come at a cost that's sometimes difficult to justify. By understanding the cost of financial stress, though, you may be able to justify the cost of financial wellness.
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