This article appeared first on\u00a0Inc.com.\r\n\r\nf all the moving pieces involved in running a successful company, employee retirement plans probably don't rank very high on your list of priorities. On one level, that makes sense \u2014 it\u2019s not as if the inner workings of your company's plan are integral to growing revenue and profit margins, right?\u00a0That said: Is your retirement plan any good? Does it have the right mix of investment options for your staff, delivered at a fair cost?\r\n\r\nIf you just shrugged out of indifference or because you don\u2019t have a clue, well, you're blowing it. And here's why:\u00a0Every dollar peeled off for internal benefits is a dollar not spent on building your business. If you\u2019re not sure if you're getting the maximum benefit from this decision, that\u2019s potentially a serious misfire on allocation of capital. More important, you\u2019re also potentially screwing things up for your people. If you're unintentionally sticking your employees with high fees \u2014 an\u00a0increasingly serious drawback to so many 401(k) plans\u00a0today \u2014 their balances come retirement time will be tens of thousands of dollars less than what they would have been if your company's plan was packed with lower-cost funds.\r\n\r\nFortunately, there's something you can do about it \u2014 like, today. A set of new Department of Labor regulations kicked into action on July 1,\u00a0requiring that employers sponsoring a 401(k) plan receive a breakdown of fees from the plan provider. The disclosure includes investment fees you and your employees pay on the underlying funds offered in your plan, as well as administrative fees. (Another part of the new regulations is that all employees must get a version of the fee breakdown no later than Aug. 30, and then you must provide ongoing disclosure \u2014 but your plan\u2019s provider does the heavy lifting on this.)\r\n\r\nUnfortunately, the disclosures can result in a 20- to 30-page data dump that can be tedious to wade through.\u00a0Yet regardless of how fat the report is, it's important to do your best to carve out some time and read it. Really read it. And ask questions. Multinationals may have entire departments dedicated to making sure they are getting the best deal on employee benefits; smaller businesses have to be scrappier. Read the report. When you're done, you'll have a better idea if your plan is a good one or a dog \u2014 and if it's a dog, you'll know it's time to consider a switch.\r\n\r\nIn addition to exposing the new fee data, the new 401(k) disclosures present an equally important opportunity for CEOs to understand if their plan truly makes sense \u2014 for their company and their people. Here's what to look for.\r\n\r\nClick here to read this article in full at Inc.com.