Employee Benefits Update

EBU

Showing 1–16 of 385 results

  • COMPLIANCE ALERT

    February / March 2021
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 146

    Abstract: This feature lists a few key tax reporting deadlines for February through April.

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  • 2020 vs. 2021 retirement plan limits

    February / March 2021
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 114

    Abstract: This chart contains updated retirement plan limits for 2021.

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  • Watch employee turnover rate to avoid partial termination

    February / March 2021
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 524

    Abstract: If an employer lays off more than 20% of its plan participants over the course of a plan year — an unfortunate necessity for many employers during the COVID-19 pandemic — the IRS might deem that the company’s retirement plan has undergone a “partial termination.” If so, that would trigger the immediate vesting of all employer contributions made to the plan on behalf of the laid-off participants, even if they hadn’t satisfied regular vesting requirements. This article examines IRS guidance on the topic and reviews how the Consolidated Appropriations Act helps sponsors who had to lay off many plan participants during the COVID-19 crisis avoid the risk of having their retirement plan deemed to have experienced a partial termination.

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  • Is your cybersecurity policy up to the task?

    February / March 2021
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 702

    Abstract: Every qualified retirement plan should have a robust cybersecurity policy. The ever-growing magnitude of the threat from cyberattacks, and associated liability for plan fiduciaries, requires a systematic approach to managing this exposure. This article reviews legal considerations under ERISA and sets out some steps plan sponsors should consider in protecting their plans from cyberattacks.

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  • Taking a fresh look – Active vs. passive plan investment options

    February / March 2021
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 1002

    Abstract: Prudence dictates that qualified plan sponsors periodically re-examine important policies of their retirement plans. One area to consider is the balance of actively managed funds vs. passively managed (index-based) fund options for the plan’s participants. This article discusses the difference between the approaches, and what plan sponsors should consider when balancing their retirement plans’ fund options. A short sidebar covers legal considerations in the investment selection process.

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  • COMPLIANCE ALERT

    Year End 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 196

    Abstract: This feature lists a few key year-end tax reporting deadlines for December and early February.

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  • Are you ready to track part-timers’ hours?

    Year End 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 422

    Abstract: Retirement plan years beginning in 2021 have a new recordkeeping requirement, thanks to the Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019. This article highlights what plan sponsors who have part-time employees need to know.

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  • Divided Supreme Court distinguishes between plan types

    Year End 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 468

    Abstract: In the recent class action case of Thole v. U.S. Bank N.A., participants sued their employer on grounds of steep investment losses caused by mismanagement of the company’s defined benefit (DB) pension fund. The U.S. Supreme Court ruled against the plaintiffs, however, finding they lacked standing (authority) under ERISA to sue. This article looks at the court’s reasoning. Citation: Thole v. U.S. Bank N.A., 140 S. Ct. 1615 (2020).

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  • Coming soon: Pooled employer plans – A look at how small employers can benefit

    Year End 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 771

    Abstract: Employers and retirement plan services providers have had a year to mull their options since the Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019 paved the way for the launch, in 2021, of pooled employer plans (PEPs). For small businesses, these new plans may fundamentally change the quality of and access to retirement plans. This article looks at how PEP providers may benefit, PEP specifics, and liability issues for those plans that decide to take advantage of a PEP.

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  • Department of Labor lays out rules for lifetime income illustrations

    Year End 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 863

    Abstract: The Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019 requires the Department of Labor (DOL) to provide defined contribution plan sponsors with rules for a “lifetime income illustration” to help participants track their progress toward accumulating retirement savings. This article summarizes recently released interim final regulations that provide this guidance, though they’re still subject to fine-tuning before their ultimate effective date in mid-2021. A brief sidebar covers the regulations’ “liability relief” for plans that follow the rules.

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  • COMPLIANCE ALERT

    October / November 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 146

    Abstract: This feature lists a few key tax reporting deadlines for October and November.

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  • IRS issues additional CARES Act guidance

    October / November 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 434

    Abstract: The Coronavirus Aid, Relief, and Economic Security (CARES) Act eliminates penalties and provides opportunities for tax minimization for participants who take preretirement distributions and plan loans to alleviate financial hardships caused by the COVID-19 pandemic. This brief article reviews some of the guidance issued by the IRS to help plan sponsors properly handle these plan distributions and loans. Source: IRS Notice 2020-50

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  • Understanding private equity investments in defined-contribution plans

    October / November 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 602

    Abstract: A recent “information letter” from the Department of Labor (DOL) is likely to open the doors to private equity investments by 401(k) plan participants. The DOL was responding to an inquiry from a law firm on behalf of a pair of private equity management companies exploring potential new sources of investment dollars. This article examines the letter and its implications.

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  • New electronic plan document disclosure rules in effect

    October / November 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 651

    Abstract: Long-awaited updated Department of Labor (DOL) regulations governing electronic delivery of plan documents took effect on July 27, 2020. They supplement safe harbor e-disclosure regulations issued in 2002, and expand plan sponsors’ options for streamlining the dissemination of required documents to plan participants. This article looks at how the rules should help participants stay up to date on their qualified retirement plans.

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  • Should you establish a retirement plan governance committee?

    October / November 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 954

    Abstract: Retirement plan governance is the system through which key decisions are made about strategy and operations — including plan design, administration and investment choices. Typically, at the core of plan governance is an official plan committee. Although the Department of Labor (DOL) and IRS don’t require a plan governance committee, it’s widely considered a best practice. This article reviews what plan sponsors should know about setting up and maintaining a plan committee, while a short sidebar highlights ERISA’s “procedural prudence” standard.

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  • COMPLIANCE ALERT

    August / September 2020
    Newsletter: Employee Benefits Update

    Price: $225.00, Subscriber Price: $157.50

    Word count: 55

    Abstract: This feature lists a few key tax reporting deadlines for September.

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