Employee Benefits Update
Showing 369–384 of 395 results
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U.S. Supreme Court permits participants to sue for 401(k) losses
February / March 2009
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 627
Abstract: Last year, the U.S. Supreme Court issued a decision, LaRue v. DeWolff, Boberg & Associates, Inc., allowing individual participants in retirement plans and 401(k) plans to sue plan fiduciaries for investment losses. Before LaRue, plan participants could bring actions only on behalf of a plan. This article reviews the case and explains why protecting yourself and your plan from a participant lawsuit should be at the top of your to-do list.
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Costs vs. rewards in Roth 401(k)s
February / March 2009
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 789
Abstract: The Roth 401(k) is an employer-sponsored retirement account that employees fund with after-tax dollars. Because the contributions have already been taxed, participants receive the money tax free at distribution. And the earnings are tax free if they’re part of a qualified distribution. While your employees may like the sound of this, this article discusses what you need to know to determine whether a Roth 401(k) makes sense for your company.
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Plan updates: A call to action
Year End 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 410
Abstract: Many retirement plans use preapproved IRS plan documents referred to as master, prototype or volume submitter documents. During this past year, the IRS has “restated” many of these documents to comply with the Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA). This brief article reviews questions that many employers have been asking about this change in a straightforward question and answer format.
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Proposing certainty – Seven-business-day safe harbor for small plan Deposits
Year End 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 987
Abstract: In 2008, the Employee Benefits Security Administration (EBSA) issued proposed rules that would provide employers with a seven-business-day safe harbor for deposits of participant contributions into small plans. This article reviews the current rule and introduces the changes in the proposed rule.
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Is your plan ready for rollovers?
Year End 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 701
Abstract: Today’s employees are changing jobs more frequently than in the past, resulting in the accumulation of retirement assets in multiple plans. Because of this, plan sponsors — and participants — are more conscious of the portability of retirement funds. This article sets out the many variables of what types of plans can be rolled into different types of retirement plans and includes a chart for easy reference.
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Take advantage of automatic enrollment in safe harbor plans
Year End 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 782
Abstract: The Pension Protection Act of 2006 (PPA) provided significant incentives and changes to the rules surrounding automatic enrollment plans. Why would you want this type of plan? This article looks at all the advantages of these plans.
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Make corrections before they cost you
October / November 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 851
Abstract: Retirement plans must achieve and maintain qualified plan status to avoid plan disqualification and surrendering tax-advantaged status. Both the Department of Labor (DOL) and IRS take into consideration that mistakes happen for various reasons. This article discusses the DOL and IRS programs that plan sponsors can use to correct violations.
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Why a cash balance plan may be right for you
October / November 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 933
Abstract: Before the Pension Protection Act of 2006 (PPA), cash balance plans operated basically without official IRS approval because the agency didn’t issue many determination letters for them. Provisions in the PPA gave these plans the green light, however, and cash balance plans can stand up and take a bow. This article takes a closer look at what these plans are and the types of organizations that can benefit from them.
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“WRAP” welfare benefit plan documents
October / November 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 292
Abstract: When an employer provides several “welfare” benefits, such as health, dental and vision coverage, the Department of Labor (DOL) considers each benefit its own separate plan. These individual plans require separate Form 5500 filings. This brief article examines a common technique in which employers can “wrap” their welfare plans into a single plan.
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In-service distributions – Show them the money
October / November 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 755
Abstract: When are active employees eligible to take an “in-service” distribution from a qualified retirement plan? Participants may think that, because the money is “theirs,” they can get to it at any time. This article reviews when in-service distributions are allowed.
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How to identify and correct SIMPLE or SEP plan errors
August / September 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 395
Abstract: The IRS is well aware that some plan sponsors and administrators struggle to keep their Savings Incentive Match Plans for Employees (SIMPLEs) and Simplified Employee Pension (SEP) plans in compliance. This brief article outlines what plan sponsors and administrators of these types of plans should be aware of, and the resources available to correct plan failures.
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Education never ends – Keep your plan participants up to date
August / September 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 631
Abstract: Plan sponsors have a fiduciary responsibility to educate their participants in retirement planning. Many plan sponsors believe they have education covered with normal vendor/broker enrollment meetings and stuffers sent in the participant statements. Although these offerings are a good start, several studies by a Stanford University economics professor have shown that these passive forms of education are ineffective and often ignored by participants. This article discusses how education can affect your employee benefit plan.
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Are your plan documents ready for EGTRRA restatement?
August / September 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 818
Abstract: It’s common for qualified retirement plans to use preapproved IRS plan documents. The IRS, however, has “restated” many of the prototype documents this year to comply with the Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA), and plan sponsors will need to restate their plan documents to match those of the IRS by April 30, 2010. This article takes a look at what this means for plan sponsors.
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Defining the role of a plan fiduciary
August / September 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 924
Abstract: If you’re a retirement plan sponsor, no doubt you’ve heard or read the term “fiduciary” quite a bit. But does it include you? If it does, should you worry about innocent plan mistakes or only significant reporting matters? This article helps define who is a plan fiduciary and discusses the implications for plan sponsors.
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457(b) plans: A potential winner for eligible organizations
June / July 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 312
Abstract: 457(b) plans are available only to state and local government employers or nonprofit organizations. This brief article discusses how they can potentially double the allowable annual contribution for certain employees of specific types of employers.
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Self-directed brokerage accounts – Investment alternative for qualified plans offers pros and cons
June / July 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 688
Abstract: Some qualified plan participants may inquire about having access to a self-directed brokerage account as an investment alternative. Although these accounts do provide participants with greater choices, they also pose some risks to plan sponsors, and opinions among sponsors vary regarding the wisdom of offering them. This article takes a closer look at the pros and cons of this option.