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OSHA Standards for the Construction Industry as of August 2009 
This book contains the occupational safety and health standards for the construction industry promulgated by the Occupational Safety and Health Administration (OSHA), effective July 1, 2009.
Employers are divided on whether the 401(k) plan - which has become more common than the traditional pension plan - is meeting employees' retirement savings needs, according to a Mercer survey. Mercer surveyed 180 employers, all of whom sponsor a 401(k) plan. Some (41 percent) also sponsor an active pension (defined benefit or DB) plan, of which 63 percent are open to new hires; an additional 26 percent sponsor a frozen defined benefit plan. Their responses reveal a striking difference of opinion on the success of the 401(k) to date and whether the existing system can address the obstacles to success such as poor participation and market volatility.
Respondents differ in their perceptions about whether the responsibility for achieving adequate retirement savings rests with the employer, the employee or is shared. Employers with DB plans open to new entrants tend to see it as a shared responsibility (81 percent) or predominantly the employer's responsibility (15 percent). Among respondents that have suspended their matching contributions to the 401(k) plan, only 54 percent believe retirement is a shared responsibility, while 46 percent said that employees bear the bulk of the responsibility.
The survey also explored the obstacles to participants' reaching their retirement income objectives and the opportunities to right the ship. Employees' failure to participate in their employer's plan was cited by 38 percent of respondents as the most critical obstacle. "Low participation is the challenge most difficult to address during a recession," said Amy Reynolds, a Mercer principal and defined contribution retirement consultant.
The second largest group (32 percent of plan sponsors) named inadequate savings rates as the most critical obstacle, while only 17 percent cited the volatility of financial markets.
Employers are split on whether the current system can be fixed, with or without additional regulations. Sponsors indicated that poor participation and poor investment decisions can be addressed, although there is support for additional regulations in these areas, with 49 percent of sponsors looking for help with investment decisions. On the other hand, sponsors are split on the ability of the 401(k) to ever provide adequate retirement benefits, with 50 percent believing adequacy can be addressed either now or through additional regulations while the other 50 percent disagree or are unsure.
When asked about federal policymakers' ideas on alternatives to the current system, 87 percent of respondents said they oppose the elimination of the tax deferral on 401(k) contributions, as has been discussed in Washington. The most palatable alternative is combined savings accounts for retiree health care and retirement income (66 percent in favor). Nearly half (49 percent) of respondents said Washington should focus its retirement efforts on shoring up the Social Security program.
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