DES MOINES, Iowa_Recognizing that workers are anxious about their finances, in increasing numbers companies are reaching out to help by setting up seminars at the office and making one-on-one advice available.

"I think it builds long-term loyalty," said Todd Frauendorfer, who manages the 401(k) plan for Chicago-based Ball Horticultural Co. "If people have their personal lives in order, whether it be financially or whatever, that means less disruption, less missed days and better productivity in general."

The privately held company, which has 500 workers in the United States, has reacted to employee financial stress by setting up educational seminars presented by local investment advisers and insurance company representatives. Topics include saving for college, managing debt and estate planning.

Many executives apparently feel the same way about making financial expertise available to workers.

A Charles Schwab Corp. survey of about 220 company executives found 66 percent believe that providing broader financial education in the workplace is more important to employees now than it was a year ago.


The survey, completed in April, shows 63 percent of the executives say employee concerns over personal finances are creating a more difficult work environment.

It also shows that companies are more committed to playing a lead role in providing people access to financial education, said Steve Anderson, head of Schwab's retirement plan services.

More than half of the executives in the survey said employee requests for 401(k) advice have increased since last September, when the global financial crisis began with the bankruptcy filing of Lehman Brothers Holdings Inc., the biggest in U.S. history. More than a third of the executives _ 39 percent _ said employee requests for broader financial education, such as budgeting and debt management, have increased.

The results echo research from other benefit providers such as MetLife Inc. and Principal Financial Group Inc., which found an increasing demand on the part of workers for help managing finances.

Plunkett Cooney, a Detroit area law firm with 300 employees, rolled out a range seminars on credit cards, credit reports, budgeting and home mortgages.

Cara Blazek, who works in the payroll department, says the sessions helped ease her mind and plan better.

"It shows the company cares more than about just coming to work, doing your job and going home," she said. "They care about your well being and care about, not just your future with the firm, but on a personal level as well."

In addition to the seminars, the company has also arranged for one-on-one session with Schwab representatives to discuss retirement accounts and other financial matters.

Many benefit providers offer enhanced educational programs for client companies. This can range from providing Internet-based calculators and retirement planning tools to workplace group sessions and one-on-one telephone advice with a professional.

Blazek said she had a session a few weeks ago, talking with a representative for more than 45 minutes about her 401(k) account and setting up a college savings account for her daughter.

"They guide you through where you are right now and where you need to be in the future," Blazek said. "She really helped me out."

For some companies the primary goal is to push employees to save enough so they have financial security as they head toward retirement.

Health care products maker Novo Nordisk has boosted its employee financial advice offerings which include classroom sessions and individual telephone sessions, said Steve Chinn, an associate vice president of compensation and benefits.

The Princeton, N.J., company, like so many others today, does not have a traditional pension plan that would ensure employees a steady payout in retirement. Instead its 401(k) plan places the responsibility on the worker to save and manage the investments. In many cases, workers struggle with managing investments on their own.


Chinn said his company tells workers to expect a call from an adviser and encourages them to consider the advice.

"We've taken a more active role," he said. "Rather than a push, it's more of a pull."

It's an effort to get workers to become more engaged in their retirement plan to ensure they have enough money.

The reality is that millions of workers don't contribute to a retirement plan even though one is offered at work, and studies have shown that large numbers of those who participate don't contribute enough to take advantage of the employer match, said Luke Vandermillen, retirement and investor services vice president at Principal Financial.

The Pension Protection Act of 2006 broadened the ability of retirement plan providers to offer advice to employees of companies buying their retirement plan services. Companies were relieved of liability for that advice and in many cases have embraced expanded efforts to help employees understand financial issues.

"What we've all been through in the last 18 months with the economy and the global meltdown really brought to the forefront the importance of financial literacy," said Schwab's Anderson.

He said it's a topic not taught in schools and employers have recognized that workers need to know more.