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A former spiritual advisor to presidents George W. Bush and Barack Obama plans to turn himself in as his attorney vows innocence.

As the shift to fee-based accounts roils the industry, forward-thinking firms are revisiting how they pay employees while also making work more enjoyable. By Charles Paikert

The newly independent advisors added a new team and are looking to bring on more practices.

The broker misappropriated his clients’ investment money for rent, credit card bills and other personal uses, investigators say.

Dan Arnold received a 155% raise in his first year atop the nation’s largest independent broker-dealer.

Barry Snyder’s complaint depicts him as a victim of federal investigators and the bank, with both sides threatening to turn on him.

Dean Hoover is the latest advisor to join the Raymond James-affiliated independent firm.

Planners are seeking the independence and support that they say they aren’t getting at wirehouses.

Before making any changes to the compensation plan, find out what your partners value most. You may be surprised how agreeable they are.

Thinking of leaving a big broker-dealer? Answer these three questions first, recruiter Mark Elzweig writes.

The money manager has been shorting a group of technology stocks, which he’s described as a “bubble basket.”

Volunteer days and relocation bonuses are just some of the perks firms are offering their financial advisors.

LifeYield makes it proprietary Taxficient Score available to individual advisors.

Demand for financial advisors is rising in Southern California, so to keep up with the latest trends, Halbert Hargrove engages in a compensation benchmarking study twice year.

As the financial planning industry nears a fee-only, fiduciary world, independent broker-dealers will face some important choices about their future business models.

Find growth by using Maslow's hierarchy of needs to help set compensation policy.

Cecilia Williams, chief compliance officer at Halbert Hargrove, explains why the firm offers its advisors a monthly incentive to live closer to the office.

Talent wars are pushing compensation packages higher.

Though largely replaced by the 1% of AUM model, performance-based fee structures are cropping up again — and that’s cause for concern.

Here’s how one firm structured compensation in a fair and completely open way.