Employee Benefits Update
Showing 289–304 of 395 results
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Automatic enrollment – The quickest way to boost retirement plan participation
Year End 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 454
Abstract: Statistics show that automatic enrollment dramatically improves participation. Why? Because even though employees can opt out if they choose, they rarely do. This article discusses the two types of automatic enrollment plans and how to set one up.
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Correcting errors before they cost you
Year End 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 611
Abstract: The Voluntary Fiduciary Correction Program (VFCP) was created by the Department of Labor (DOL) to encourage correction of plan operational errors. If a plan official satisfies the VFCP terms, the DOL will issue a “no action” letter and won’t impose any further sanctions. This article reviews what transactions may be corrected and the steps to take.
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What you need to know about top-heavy testing
Year End 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 849
Abstract: Each plan year, retirement plan administrators must determine whether their plans are “top heavy” based on compensation to “key employees.” What are these terms and why do they matter? This article defines who is a key employee and what makes a plan top heavy. It also tells how plans are tested and what transactions the test includes.
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Final IRS hybrid plan regulations now a reality
October / November 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 299
Abstract: Hybrid retirement plans combine features of defined contribution and defined benefit plans. The IRS recently issued final hybrid plan regulations reflecting the changes made by the Pension Protection Act of 2006. This brief article highlights several provisions of the regulation.
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The controlling document – Plan document vs. summary plan description
October / November 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 528
Abstract: While employers and plan sponsors strive to be consistent with the retirement plan information given to participants, on rare occasions a conflict in information may exist. In a recent case, plan participants sought to enforce the language of a misleading summary plan description (SPD) that didn’t agree with the terms of the plan document. This article discusses the U.S. Supreme Court’s decision that reinforced the rule that the plan document controls the benefits.
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Looking for money – What you need to know about plan loans
October / November 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 709
Abstract: Generally, participants can take a loan from their plan account if the plan allows for participant loans. This article reviews the rules associated with plan loans, including how much can be loaned, payments on the outstanding balance and defaults.
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Setting sail to a safe harbor – Is a safe harbor 401(k) plan right for you?
October / November 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 861
Abstract: A safe harbor 401(k) plan is a 401(k) that automatically satisfies the nondiscrimination testing rules for elective deferrals and matching contributions. The IRS will consider a plan a safe harbor plan if it satisfies certain contribution, vesting and notice requirements. This article explains the differences between safe harbor and traditional 401(k)s, and the steps needed to start one.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
August / September 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 36
Abstract: A brief list of key September tax reporting deadlines.
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Don’t be sorry — distribute your SAR
August / September 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 360
Abstract: Employer-sponsored defined contribution plans, such as 401(k) plans and welfare benefit health plans, must provide participants with a summary annual report (SAR) each year. This brief article reviews which plans must distribute SARs and the required content.
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Life isn’t always easy – Hardship distributions and their consequences
August / September 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 569
Abstract: With unemployment numbers remaining high and the economy making a slow recovery, workers may need to use the money in their retirement accounts for emergency purposes. One way to do so is with a hardship distribution. This article summarizes the requirements for offering hardship distributions to participants.
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The ABCs of ADP testing
August / September 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 730
Abstract: Most any employee benefit plan sponsor has seen the term “actual deferral percentage” (ADP). But what exactly does it mean, and how does it affect a plan? This article highlights the IRS requirements and consequences for failure to comply.
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Name that fiduciary – EBSA proposes expansion of key definition
August / September 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 793
Abstract: The Employee Benefits Security Administration (EBSA), the section of the Department of Labor that enforces retirement plan rules and legislation, issued a proposed ruling at the end of 2010 to expand the definition of the term “fiduciary.” This article provides background on the definition as it currently exists, the proposed definition and the potential repercussions of the expanded definition. A sidebar lists the duties of a plan sponsor, who is always a fiduciary.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
June / July 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 46
Abstract: A brief list of key August 1 tax reporting deadlines.
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Who’s preparing your tax return and Form 5500?
June / July 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 273
Abstract: The IRS issued new requirements regarding tax return preparers this year. Under the new rules, tax preparers must have a Preparer Tax Identification Number (PTIN), regardless of whether they sign the return. This brief article looks at when the IRS requires a PTIN.
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DOL issues regulations for service providers’ disclosures
June / July 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 630
Abstract: The Department of Labor (DOL) has issued regulations that require specific disclosure by companies providing services to qualified plans. The regulations go into effect Jan. 1, 2012. Plans affected include defined contribution plans, defined benefit plans and ERISA 403(b) arrangements. This article reviews the regulations so you can prepare for their implementation.
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Just don’t do it – Prohibited transactions in qualified plans can affect plan participants
June / July 2011
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 840
Abstract: The IRS prohibits certain transactions between a retirement plan and a disqualified person. Why do you need to know this? Because these unlawful actions could potentially have adverse effects on your plan and plan participants. This article highlights the most common types of prohibited transactions and what you should do to avoid them. A sidebar discusses one of the most common prohibited transactions in qualified plans: untimely deposits.