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This profile was last updated on 9/22/14  and contains information from public web pages and contributions from the ZoomInfo community.

Ms. Sue Reibel

Wrong Sue Reibel?

Senior Vice President Group Benef...

Local Address: BMath 1988, Canada
Manulife Financial Corporation
200 Bloor Street East
Toronto, Ontario M4W 1E5

Company Description: Manulife Financial Corporation is a life insurance company and the holding company of The Manufacturers Life Insurance Company and John Hancock Financial Services,...   more

Employment History

42 Total References
Web References
"As the DC industry continues to ..., 22 Sept 2014 [cached]
"As the DC industry continues to evolve, pension plan sponsors are recognizing that their members are getting closer to retirement and that their previous focus of just helping their employees save enough for retirement needs to expand," says Sue Reibel, senior vice-president, business development, group benefits and retirement solutions, with Manulife Financial. "Still, I don't believe that means the employer wants to retain accountability for that employee after they retire."
Reibel recounts a story where, three years ago, she was in a room with 50 different Manulife employer clients as part of an annual professional development session. The employers were asked if they felt any obligation to support their employees in retirement. Only three senior HR executives put up their hands. The employers were also asked if they felt the need to provide their members with any financial planning advice in preparation for retirement. Reibel says maybe 30% said yes.
"I don't think we'll see this rush of employers wanting to maintain DB-like accountability for their employees because it's about more than just retirement dollars," explains Reibel. "It's about health benefits, too. And we're seeing most employers in the private sector go the opposite way on those retiree benefits: employers are trying to get away from being responsible for the health benefits of their retired employees."
Reibel believes the DC industry, as a whole, needs to move toward offering a variety of post-retirement options that satisfy both the pension plan sponsors that want to take on more responsibility for their employees post-retirement and the retirees who don't have that support.
"We feel we bang our heads ..., 20 May 2014 [cached]
"We feel we bang our heads against the wall on that," said Sue Reibel, senior vice-president of group benefits and retirement solutions at Manulife Financial Corp.
"They're leaving money on the table ... You'd be surprised at how many people are in that situation that aren't taking advantage of it," Ms. Reibel said in an interview. They're "essentially leaving a pay raise on the table."
It is difficult to get an overall picture of the numbers and dollar figures involved, but, by way of example, she said about 40% of employees at one of the biggest pension plans administered by Manulife are not taking full advantage of the employer fund-matching.
Sue Reibel, Senior Vice ..., 23 June 2013 [cached]
Sue Reibel, Senior Vice President and General Manager, Group Retirement Solutions, Manulife Financial
Join this session and bring your questions for what promises to be a lively discussion led by panellists Sue Reibel and James Pierlot.
Sue is a Senior Vice-President of Business Development with Manulife Financial and James is a Principal with Pierlot Pension Law in Toronto.
Employees should be thinking about saving ..., 15 May 2014 [cached]
Employees should be thinking about saving many years before they retire, explained Sue Reibel, senior vice-president, business development, group benefits, retirement solutions, at Manulife Financial.
She cited a survey that showed 63% of Canadians expect to live on CPP benefits for their retirement. However, the CPP is intended only to replace about 25% of the average industrial wage.
Reibel also noted that future retirees should also consider more than just having enough money for their golden years.
She said they need to think about their lifestyle in retirement, which will be different at age 60 than at 80. Future retirees also have to determine if they want to work part time and think about what their health situation might be.
"People plan for all the great things in retirement," she said.
Sue Reibel, senior ..., 1 Dec 2013 [cached]
Sue Reibel, senior vice-president of business development, group benefits and retirement solutions, with Manulife Financial, notes that, at the 10-year point, an individual still has an opportunity to make adjustments to address retirement savings gaps. Ideally, though, she believes a retirement income strategy should be part of the planning process at least 10 years before an employee hopes to retire-and longer if the employee hasn't been a diligent saver earlier in his or her career.
"Often, the 10-year point is where individuals have more disposable income, so it's possible to increase contributions and give them a bit of time to grow," Reibel explains. "As an example, consider an individual who contributes an extra $625 a month (or $7,500 a year) at age 55-an amount likely less than a monthly mortgage payment. Assuming a 5% rate of return, this grows to just under $100,000 over the 10-year period. Reibel also notes that another key part of any retirement plan is to look at how income will be drawn in retirement, considering what portion needs to be guaranteed (such as an annuity) and what can be more liquid (such as a registered retirement income fund).
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