This blog post originally came out in March of 2020, during the early days of the coronavirus pandemic. At the time, we were all trying to make sense of dramatic market swings—and the temptation to time the market was real.

While the headlines have changed, the market’s unpredictability hasn’t. Fast forward to today, and we’ve seen plenty of fresh waves of volatility—this time fueled by things like the ongoing tariff wars, geopolitical tensions, and policy uncertainty. But here’s the thing: the core principles we shared back then still hold true.

In this updated version of the original blog, we’ll revisit the timeless question: “What should I do about the volatility in the markets?” This post focuses on a common urge—timing the market—and why it rarely works out the way we hope.

One question we frequently get is “Do I qualify for Social Security as an educator?”. This article will shed some light on that question.

Over the last few years we have traced the evolution of regulatory fiduciary rulemaking in our newsletters. We have followed the movement from virtually no definition of a fiduciary rule to a tight definition in the previously proposed Fiduciary Rule, and then on to where we are now. And just where is that today?

Company XYZ is an IT consulting company based in the Southeast. The two owners (each aged 38 at the time) started the company in 2013 with six employees and expanded since then to about 30 employees (with plans to grow to 45 employees by 2022).When the two owners opened Company XYZ, they used a large payroll company for payroll processing. The payroll company also offered a 401(k) program, so the owners opted to use this 401(k) because it seemed the easiest option as they got the company off the ground.Here are a few of Company XYZ’s experiences:

Life has been coming at us fast lately as we cope with the COVID-19 pandemic. Yesterday, the Senate passed the CARES Act (Coronavirus, Aid, Relief, and Economic Security Act), which offers over two trillion dollars in aid.

Is a cash balance plan a good fit as a retirement plan for a doctor's office with ten employees?