Corporate Wellness Ohio – Employee Wellness Cleveland – COSE Wellness Program – Video
Posted: May 2, 2012 at 4:18 am
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Corporate Wellness Ohio - Employee Wellness Cleveland - COSE Wellness Program - Video
Award Winning Gym – Better than Fitworks Richmond Heights Health Club – Video
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Award Winning Gym - Better than Fitworks Richmond Heights Health Club - Video
Health Club Shaker Heights, Chagrin Falls, Lyndhurst, Willoughby Hills, Beachwood, Pepper Pike – Video
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Health Club Shaker Heights, Chagrin Falls, Lyndhurst, Willoughby Hills, Beachwood, Pepper Pike - Video
Fitness Club Mayfield Village, Chesterland OH, Beachwood, Gates Mills, Chagrin Falls – Video
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Fitness Club Mayfield Village, Chesterland OH, Beachwood, Gates Mills, Chagrin Falls - Video
Picard Center Analyzes Fitness and Academic Data on La. Students
Posted: at 4:17 am
Students with cardiovascular fitness tend to score higher on standardized academic tests, according to a recent health report released by the Picard Center for Child Development and Lifelong Learning at the University of Louisiana at Lafayette. The report notes that students with cardiovascular fitness may score up to 5% higher on standardized tests than children who are classified as unfit (average of 16 points higher in English Language Arts and average of 19 points higher in Math).
More than 100,000 schoolchildren from approximately 300 schools and 18 districts across Louisiana participated in health-related fitness assessments during the 2010-11 school year. (Of this sample, more than 78,000 records were used in the statewide fitness data analysis, and more than 19,000 student records were used in the fitness-academic data analysis.)
Students participated in five fitness subtests, each measuring a different quality of fitness, such as aerobic capacity, muscle strength, endurance, and flexibility. Additionally, Body Mass Index (BMI) data were gathered from students, which is a measurement of a student's weight in relation to their height and serves as an indicator of an individual's risk for certain chronic diseases, such as cardiovascular disease, high blood pressure, and Type 2 diabetes.
In its analysis of cardiovascular fitness and academic performance, Picard researchers included students who completed a scored aerobic capacity assessment (ages 10 and above) and had LEAP or iLEAP scores (grades 3-9). This sample included more than 19,000 students.
Of this sample:
Students who passed the cardiovascular fitness assessment scored an average of 16 points higher on the 2011 English-Language (ELA) portion of the state standardized tests. (326 for students who passed cardio test vs. 310 for students who did not).
Students who passed the cardiovascular fitness assessment scored an average of 19 points higher on the 2011 Math portion of the state standardized tests. (334 for students who passed cardio test vs. 315 score for students who did not).
These findings are comparable to similar studies in other states, such as the Texas Youth Fitness Study and the California Physical Fitness Test.
"Based on these findings, the results suggest there are statistically significant differences in children who are aerobically fit and those who are not. This translates into real academic gains for students as well as potentially positive health outcomes," notes Dr. Holly Howat, co-principal investigator for Coordinated School Health.
"Fitness assessment is one part of many components of strategies to prevent childhood obesity in that it connects the schools' efforts with parental/community involvement. Teachers can assess their curriculum while parents are invited to learn more about their child's fitness in an effort to collectively prevent childhood obesity," said Dr. Joan Landry, physical health research project director.
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Picard Center Analyzes Fitness and Academic Data on La. Students
Three Retirement Strategies for Self-Employed Workers
Posted: at 4:17 am
Many self-employed workers focus on retirement savings strategies that will give them an immediate tax advantage, but they may overlook opportunities to maximize investment returns over time.
Peter Dazeley | Getty Images
Strategy #1: Set Up a Solo 401(k) Plan
If you own your own business or are self-employed, one strategy that can make the most of your long-term savings this tax year and beyond it to set up a Solo 401(k).
Under new Solo 401(k) rules for 2012, you can contribute up to $50,000 this year or $55,500 if you're 50 or older. A couple working in a business together could put in up to $100,000 for retirement (up to $111,000 if both are over 50)!
Part of that savings is a salary deferraljust like a regular or Roth 401(k)with a maximum contribution of up to $17,000. The other portion comes from profit-sharing, allowing you to add up to 25 percent more to your nest egg, up to $50,000 (or, if you're 50 or older, $55,500). That second part cannot be made as a Roth 401(k).
But Susan John, chair of the National Association of Personal Financial Advisors, suggests if you can set up a Roth 401(k) for the salary deferral portion, definitely take advantage of it.
"It's an opportunity to build a stream of tax-free income for the future that will never, ever be taxable. Even though you don't get the deduction right now, it's probably the most important contribution that a person can make," John advises.
Strategy #2: Open a Health Savings Account
Opt for a high deductible health plan and open a Health Savings Account or HSA. The money you put in a HSA is tax-deductible and the money can be taken out of the account tax-free for qualified medical, dental and vision expenses. Any money you don't use can be invested and gains are tax-deferred.
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Three Retirement Strategies for Self-Employed Workers
Research and Markets: Cerulli Edge – Retirement Edition Topic: Qualified Default Investment Alternatives (1Q 2012)
Posted: at 4:17 am
DUBLIN--(BUSINESS WIRE)--
Research and Markets (http://www.researchandmarkets.com/research/wqfh23/cerulli_edge_ret) has announced the addition of the "Cerulli Edge - Retirement Edition Topic: Qualified Default Investment Alternatives (1Q 2012)" report to their offering.
The Cerulli Edge-Retirement Edition covers key trends impacting the U.S. retirement marketplace (public and private defined contribution and defined benefit, IRA, rollover, and non-qualified plans). It addresses topics critical to firms competing for retirement dollars including: asset managers, distributors, plan providers, and third-party vendors. Future themes will range from retirement income to pension asset management and investment vehicles. Content includes both qualitative insight and proprietary data garnered from a quarterly survey of firms across the industry. This publication delivers the most timely retirement-related research and industry trends.
In this issue the report provides insights into the future of QDIA solutions for both accumulator and retirement-income-oriented investors.
The report also contains proprietary data on defined benefit (DB), defined contribution (DC), annuities and insurance, retirement income, and individual retirement account (IRA) markets.
Key Topics Covered:
Qualified Default Investment Alternatives: Future Files
A brief history of the future of QDIA
- Percent of Plans with Autoenrollment and QDIA Selections for Autodeferrals by Segment, 2010
- 401(k) Participants by Type, 2010-2016E (millions)
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Research and Markets: Cerulli Edge - Retirement Edition Topic: Qualified Default Investment Alternatives (1Q 2012)
Cambridge Embraces ERISA Rules and Regulations for Retirement Plans
Posted: at 4:17 am
FAIRFIELD, Iowa--(BUSINESS WIRE)--
Cambridge Investment Research Inc. (Cambridge), one of the nations leading independent broker-dealers, announced the selection of Fiduciary Benchmarks to provide 408(b)(2) disclosures for rep-advisors to their clients. This selection is part of the comprehensive solutions and support Cambridge has been building over the last two years in anticipation of regulatory changes impacting the retirement plan marketplace.
We understand this time of extreme change in the qualified plan market may also give rise to many advisors evaluating whether they can, or want to, continue in the market, said Amy Webber, president and COO. In contrast, given our long-time focus in this market, we have many successful Cambridge advisors across the country seizing the opportunity to work with those advisors stepping back from qualified plans. We also have Cambridge advisors ready to purchase retirement plan business from those electing to omit retirement plans from their business model.
Cambridge has continued to expand the Cambridge Retirement Center to include new marketing resources and guidance prompted by the fee disclosure requirements related to 404(a)(5) and 408(b)(2). After considering several 408(b) (2) solutions, Cambridge selected Fiduciary Benchmarks because it offers a service and technology solution that will help rep-advisors disclose fees, services, and fiduciary status in accordance with this important regulation as it goes into effect July 1, 2012. Fiduciary Benchmarks also enables independent rep-advisors to access benchmarking technology and service that allows the ability to leverage the information from these disclosures to help determine the reasonableness of fees a stated intent of the new regulation.
Cambridge recognizes many in the industry may be contemplating their position in the retirement plan marketplace, but we remain committed to supporting our rep-advisors who choose to serve their clients in the retirement plan marketplace, said Dan Sullivan, senior vice president of marketing. In addition to enabling our rep-advisors to be prepared to address the new regulatory requirements on time when July 1 rolls around we take our role as The Fee Experts1 seriously and embrace the fiduciary standard by allowing our rep-advisors to serve their retirement plan clients at the level the client and rep-advisors feel is appropriate for their plan. Cambridge continues to build upon the services and value rep-advisors may provide to retirement plan clients by offering the opportunity to serve as a fiduciary advisor under ERISA Sections 3(21) and 3(38).
About Fiduciary Benchmarks Fiduciary Benchmarks is recognized as one of the industry's leading services for independent, comprehensive, informative, and cost-effective benchmarking services for retirement plans. Started in 2007 by several industry experts, the company now has almost 1,400 respected advisors/consultants using the service. In addition, the company provides benchmarking services to respected broker-dealers, investment only managers, plan sponsors, and record keepers. For more information about Fiduciary Benchmarks, visit http://www.fiduciarybenchmarks.com.
About Cambridge Cambridge Investment Research, Inc., member FINRA/SIPC, is an independent, privately owned broker-dealer with over 2,000 independent registered representatives and more than $45 billion assets under management. Cambridge was recognized as one of the Best of Iowa Businesses in 20102 and was also recently named among the Top Workplaces in Iowa for 20113.
The Cambridge Retirement Center provides rep-advisors with the information and resources needed to confidently service the retirement marketplace and the ever-evolving regulation. It is designed to deliver industry leading resources and expertise, integrated retirement systems, and retirement market solutions while bringing new opportunities to advisors seeking to grow their independent businesses through opportunities in the retirement marketplace.
Cambridge also provides innovative fee programs and a full menu of commission offerings to advisors across the nation. Recognized in the industry as The Fee Experts1, Cambridge has been ranked a fee leader among independent broker-dealers for 11 consecutive years4.
1 THE FEE EXPERTS is a registered trade mark of Cambridge Investment Research, Inc. for its investment advisory service for investment managers. 2IA Biz magazine, Best of Iowa Businesses, 2010 3Des Moines Register, Top Workplaces 2011, September 18, 2011 4Financial Planning magazine, June FP50, Top 50 Independent Broker-Dealer Issue, 2001-2011
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Cambridge Embraces ERISA Rules and Regulations for Retirement Plans
Thrift Savings Plan: Groups ask about retirement benefits changes
Posted: at 4:17 am
If federal employees are forced to contribute more toward their civil service retirement benefits, many might have to cut back on their investments in the Thrift Savings Plan, employee organization officials said Monday.
Were very concerned about what the reactions are going to be if the government requires higher contributions, said Clifford Dailing, secretary-treasurer of the National Rural Letter Carriers Association. Federal employees current needs for money could win out, and I have very grave concerns theyre going to live for today and not save for retirement, he said.
NRLCA and other unions, management associations and employee groups are members of the Employee Thrift Advisory Council, which met Monday with the governing board of the TSP, the 401(k)-style retirement savings program for federal employees and retirees and uniformed services members and retirees.
Several members of the council raised concerns about pending legislation to increase required employee contributions toward annuity benefits in the Federal Employees Retirement System and the Civil Service Retirement System. Last week, a House committee approved a bill to raise those contributions by 5 percent of salary, phased in over five years starting in 2013.
That bill could come to a House floor vote soon but is not expected to advance in the Senate.
A separate plan before the House would increase contributions by 1.5 percent of salary over three years. A law enacted this year already requires a 2.3 percent increase for those hired into the government starting next year who have fewer than five years of prior federal service.
Currently, employees under FERS pay Social Security taxes usually 6.2 percent, but 4.2 percent this year plus 0.8 percent of salary toward their civil service benefit; those under CSRS pay 7 percent of their salary toward a more generous civil service benefit but dont receive a Social Security benefit.
If you increase the amount the employees contribute to their base retirement system, theyre going to reduce the amount they pay into the TSP, said Myke Reid, legislative and political department director for the American Postal Workers Union. I think theres a direct correlation. After you get to 12 percent of salary, theres very little left to invest in the TSP.
Reid noted that the FERS system, which covers about four-fifths of executive branch and postal workers, was designed as a three-part system consisting of a smaller civil service annuity, Social Security and the TSP with employer contributions. FERS employees can receive employer contributions equaling up to 5 percent of salary, but only by investing at least that much themselves.
The TSP does not determine the formula for matching investments and has no role in the level of required contributions toward civil service annuities. However, Jacqueline Simon, public policy director for the American Federation of Government Employees, asked the TSP for data that could help gauge whether employees, especially those at lower salary levels, would react to higher contributions toward FERS and CSRS by cutting back on their TSP savings.
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Thrift Savings Plan: Groups ask about retirement benefits changes
Retirement Plan Clients of The Principal are Highly Satisfied and Very Loyal
Posted: at 4:17 am
DES MOINES, Iowa--(BUSINESS WIRE)--
From the smallest to the largest, retirement plan clients give the Principal Financial Group high marks for satisfaction and loyalty in two surveyswith client service driving the strong scores.
In the 2011 Chatham Partners Client Satisfaction Survey of medium-to-large defined benefit and defined contribution plans1, The Principal outperformed the benchmark in client loyalty. Ninety-eight percent of clients said they plan to maintain or increase their relationship with The Principal.
The top ratings provided by clients of The Principal are demonstrative of its industry leadership and the consistently excellent service delivered by its client service professionals, said Joshua Dietch, Managing Director of Chatham Partners.
Overall satisfaction with The Principal continues to be strong, receiving a Best in Class ranking2 and 97 percent overall satisfaction score. The Principal exceeded the benchmark in nearly all measures of satisfaction including:
Small plans give big scores
The smallest3 retirement plan clients also gave The Principal high scores. In a similar survey conducted by the retirement market research team at The Principal, the company received a 95 percent or higher score in multiple areas, including:
Transition satisfaction
New clients, who recently transitioned their retirement plans to The Principal, also provide high marks. Across all plan sizes, satisfaction with the coordination/management of client conversion was 95 percent.
We focus on providing the highest level of service for clients of all sizes from day one. We are gratified they continue to rank us so highly, said Greg Burrows, senior vice president of retirement and investor services at The Principal. We use this valuable client feedback to enhance our products and services with the ultimate goal of helping plan sponsors, their financial professionals and participants achieve successful long-term retirement outcomes.
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Retirement Plan Clients of The Principal are Highly Satisfied and Very Loyal