For many employees, the money that is invested in their 401(k)¹ plan is their largest asset. It is imperative that this money is properly managed. However, if your employees are like most, they could be making one or more of these common mistakes.

As we have seen recently with the COVID 19 market crisis, these mistakes can have a negative effect on a 401(k) account return and could unknowingly increase account risk.

1. Using a “Buy & Hold” strategy
2. Not rebalancing at regular intervals
3. Not engaging their 401(k) plan
4. Relying on Target Date Funds
5. Not getting personalized help from a 401(k) professional



Learn how your employees can avoid these mistakes and potentially:
• Improve their 401(k) account performance
• Manage risk to minimize losses during the tough times
• Reduce fees that naturally harm account performance
• Become more engaged with your 401(k) plan

All at no cost to you, the employer!



Schedule a Consultation by clicking below to see if your company qualifies!

¹401(k) Maneuver is able to provide services for the following account types: 401(k), 403(b), 457, TSP, and other defined contribution accounts.
401(k) Maneuver is another business name for Royal Fund Management, LLC, which is registered as an investment adviser with the SEC and only transacts business in states where it is properly registered, or is excluded or exempted from registration requirements.

Iowa law recognizes an affirmative duty for an employer’s hiring, training, supervision, and retention of employees—meaning that employers have a duty to exercise reasonable care in hiring individuals, who, because of their employment, may pose a threat of injury to members of the public. However, there is also employer liability for improper timing and use of background checks—which may expose the employer to discrimination and civil rights complaints. Navigating the risk between negligent hiring and discriminatory background checks has long been a quandary for employers. Iowa House File 650 sheds a sliver of light on this issue.

On April 17, 2019, Governor Reynolds signed into law HF650—an Act which limits the liability of private employers, general contractors, and premise owners for negligently hiring employees, agents or independent contractors convicted of a public offense. The house file is codified in new Iowa Code Chapter 671A. The general rule of this new law is that a cause of action will not be sustained against a private employer for negligently hiring an employee solely based on evidence that the employee had been convicted of a public offense. However, there are numerous exceptions to this rule. There is no liability protection for employers if a private employer knew or should have known of the conviction and the employee was convicted of one of the following offenses: (1) a public offense that was committed while preforming duties substantially similar to those expected to be performed in the new employment; (2) a sexually violent offense; (3) dependent adult abuse; (4) first degree murder; (5) second degree murder; (6) felony assault; (7) domestic abuse; (8) kidnapping in the first degree; (9) robbery in the first degree; (10) offenses on real property which receive enhanced penalties; and (11) a felony offense where the employee used or exhibited a dangerous weapon. The new law also does not provide liability protection for claims of misuse of funds or property if an employee had been convicted of a public offense that included fraud or the misuse of funds or property.

So what does this mean for private employers in Iowa? While it doesn’t remove the employer’s duty of reasonable care in its hiring decisions, it does provide immunity for hiring employees that have a negligible criminal past. It broadens the potential pool of applicants for employers to consider, offers a second chance to employees who have been convicted of a criminal offense, and encourages employers to extend a helping hand. All in all, the new legislation appears to be a win for employers and employees alike.

 7 Strategic Business Recertification Credits

Toward PHR, SPHR, GPHR, SHRM-CP, SHRM-SCP

Join us: May 17^th from 8:30am – 4:30pm       Courtyard by Marriott, Ankeny

HR professionals have been coveting a seat at the strategic table for over a decade. But what does this mean? What does a Strategic HR Leader do? Are you considered a Strategic Business Leader?

For the last few years we have been asking the question: What distinctions differentiate Strategic from Traditional/Transaction HR? We have listened to the answers of HR and Business leaders alike and four consistent themes have evolved. This session will explore the following Strategic HR Distinctions:

INFLUENCE Strategic Leaders are adept at developing key relationships. Through this influence, acceptance as an integral member of the organizational planning and leadership team is achieved.

INTEGRATION Strategic Leaders understand business drivers and collaborate with non-HR colleagues to integrate practical solutions that are valued at all organizational levels.

INSPIRATION Strategic Leaders are ambassadors for organizational culture. They apply specific methodologies to create work environments that foster engagement and personal accountability.

INNOVATION Strategic Leaders challenge convention and manage change. They utilize social science principles, validated research findings and changing market trends to deliver proactive HR initiatives.

IMPACT Strategic Leaders analyze data to predict and measure outcomes. They quantify human capital ROI and impact on metrics to determine business impact.

Featuring Sara Christiansen nationally recognized speaker, management consultant, author and strategic HR Expert.  This session will also include a panel discussion focused on the current and future expectations of their HR business partners featuring:

Guest Panelists tentatively include

Ryan Smith, Vice President/COO at Capital Orthopedics and Sports Medicine

Chick Herbert, Senior Vice President at Wells Fargo, Author, Speaker & Executive Coach

Terry Rich, CEO at the Iowa Lottery

Network Lunch Provide

Central Iowa SHRM Member Preferred Rate $269

Link https://www.hryouready.com/events/2018-central-iowa-strategic-hr-conference

If you are moving to a new city or have an office location out of state, I want you to know Celebrity Staff can assist you with your employment and staffing needs beyond your local city. We serve the Midwest and surrounding regions with offices in Omaha, NE; Lincoln, NE; Des Moines, IA; and Kansas City, KS and MO. We are a family-owned business, not a franchise, and all of us receive the same training. While we encourage our employees to let their personalities shine, you should still expect the same process that will produce the same results. We pride ourselves on service and continual communication throughout the staffing and recruitment process, which is something you may not find with every staffing firm. Here is a full list of our values if you would like to learn more!

Celebrity Staff recently enhanced our website content on the markets we serve so you will have more information about our capabilities in your area. We want to spread the word on how far we can reach and engage in conversations with your business to explore how far we can go! We will soon be doing a blog series that will spotlight each office with details about the surrounding communities served by that team along with introductions to key staff members so you can get to know the team. We want to get the word out!

So the next time you find yourself looking for a staffing firm in a new town, we may already be there ready to serve! Call us at 800-910-7354 or visit our website at celebritystaff.com and keep an eye out for updates on the markets we serve. We look forward to working with you, wherever business or life takes you!

Just like calling 9-1-1 in an emergency, 2-1-1 is a three-digit helpline that connects callers with support and resources right here in central Iowa. A skilled professional is trained to assess callers’ needs, determine options and best courses of action, direct callers to appropriate programs and services, and advocate for callers’ needs as needed. This service is free, confidential, and available 24/7.

Help us share this service with anyone who may need support!

We are willing to speak with your organization or group and we have materials you can share. Visit www.unitedwaydm.org/2-1-1 or email Melissa McCoy, 211 director, at m.mccoy@unitedwaydm.org. 

Here’s what you should know about 2-1-1 in central Iowa:

We are local and we know our community.

United Way of Central Iowa operates the 2-1-1 helpline that covers 15 counties, and is one of five call centers that cover Iowa. We actively update and maintain a database of 4,211 central Iowa resources (12,364 resources statewide) and we work with many health and human services partners to enhance our services and address gaps in services.  2-1-1 is available just about anywhere nationwide.

We can help callers with many kinds of needs

Last year, the top caller needs were for tax preparation assistance, rent payment assistance, holiday programs, family crisis shelters, and utility service payment assistance. We can help with much more, including food pantries, health and mental health services, child care programs, elderly care services, disability services, and even volunteer opportunities – any issue that relates to an individual’s well-being. Also in times of disaster, 2-1-1 is the source for accurate and timely information.  

We can support our callers in many ways

Calling 2-1-1 is free from a landline and for most cell phone carriers. A language line provides interpretation services in 170-plus languages.  Our goal is to listen, understand the situation, and support in as many ways as possible. We will ask a caller a couple of questions at the start, including their ZIP code, but the information shared is always confidential.

We are held to a high standard of support

Central Iowa 2-1-1 belongs to the Alliance of Information and Referral Systems, which provides a high standard of training and accountability in our work. Statewide, 2-1-1 call centers made 82,130 referrals to services and had 34,403 visits to the 211Iowa.org website. We are actively working to increase the number of people we support – and it starts with making sure everyone is aware of this helpline.

We offer many options to connect

2-1-1 can be accessed in many ways. In addition to calling, connect with 2-1-1 at www.211iowa.org or by texting your ZIP code to 898211. Follow us on Facebook at www.facebook.com/211 for updates on local services. 

• Run fast, live fearless to become a maverick
• Trash performance management!
• Oh the Talent You'll Find: The Untold Dr. Seuss Story
• Five hour workday = future reality
• Don’t fear the side hustle, embrace it
• And more!

Often HR is the seen as the corporate police. True HR professionals should be empowered to impact the strategic direction of their company because they are more than just recruiting or payroll. The disruptive HR person is multifaceted and multitalented. With this event we challenge our Disrupt Des Moines community to impact the world of work. What is working? What can be better? What is the future of your industry and how do change it? Start the discussion at DisruptHR Des Moines!

We’re expecting this event to sell out so get your tickets now!

About MRA
Founded in 1901, MRA-The Management Association is a not-for-profit employer association serving more than 4,000 Midwest employers, covering more than 800,000 employees worldwide. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering a wide range of comprehensive HR services, information, education, resources and innovative training opportunities to help build powerful workplaces and workforces. To learn more about MRA, visit www.mranet.org.

For more information on Disrupt HR Des Moines or MRA, contact Becky Cruise at Becky.Cruise@mranet.org.