Employee Benefits Update
Showing 385–395 of 395 results
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The time is now – Qualified default investment options a new reality
June / July 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 1036
Abstract: What happens to a participant’s contribution when money is put into that participant’s account but he or she hasn’t completed the election form? Plan sponsors have wrestled with this question. This article examines how the Pension Protection Act of 2006 (PPA) has provided guidance as to ways to direct this money while also providing fiduciaries with some measure of protection.
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Does your benefit plan require a Form 5500 audit?
June / July 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 810
Abstract: When filing the annual Form 5500, some retirement plans are required to include an opinion from an independent qualified public accountant (IQPA). The IQPA examines the plan’s financial statements and schedules to ensure they’re presented fairly and in conformity with Generally Accepted Accounting Principles (GAAP). This article reviews which plans must include an audit, what the exceptions are and new 403(b) plan audit requirements.
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Plan fees: Who pays what?
April / May 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 382
Abstract: Plan sponsors have a fiduciary duty to monitor the fees charged within the plan, including those charged directly — or indirectly — to participants. ERISA requires only that the plan expenses be reasonable and proper. It’s up to the plan sponsor (fiduciary) to determine whether the employer or the participants will pay any given fee. This brief article discusses when the employer or the participants normally pay the cost of a specific fee.
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Staggering into the new world – The IRS’s new amendment submission deadlines
April / May 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 690
Abstract: A few years ago, the IRS established a system for cyclical remedial amendment periods for pre-approved and individually designed retirement plans. Now, the IRS has replaced the original rules with a new set of staggered submission deadlines. This article looks at the differences between the old system and the new system and the deadlines that apply to various plan types.
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The Pension Protection Act of 2006 – Keep your defined benefit plan up-to-date
April / May 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 1029
Abstract: While 401(k) plans and other defined contribution (DC) plans have become more common over the past 20 years, defined benefit (DB) plans have remained a way for firms to compensate key employees. But the Pension Protection Act of 2006 (PPA) made significant funding changes to DB plans. This article examines the changes that take effect in 2008.
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It’s not over until it’s over – How to terminate a qualified plan
April / May 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 888
Abstract: Plan terminations are something most plan sponsors never intend to face. But when terminations do occur, plan sponsors and administrators must follow certain rules and regulations. Failure to do so can result in the loss of the plan’s qualified status after termination. This article discusses voluntary and involuntary terminations, the termination process, requirements under the Pension Protection Act of 2006 and whether a merger of plans constitutes a termination.
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The final word on Roth 401(k) plan distributions
February / March 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 372
Abstract: Although Roth 401(k) deferrals were allowed as early as January 2006, questions on the taxation of distributions from these accounts weren’t answered until the IRS issued its final regulations. This short article looks at several highlights of the final regulations.
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What’s on the menu? Changes in Section 125 cafeteria plans
February / March 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 568
Abstract: Section 125 plans, better known as cafeteria plans, offer employees an opportunity to participate in health insurance and other employer benefits on a pretax basis. Starting in January 2009, new regulations will apply to these types of plans. This article discusses the clarifications and changes to the law.
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2008 vs. 2007 retirement plan limits
February / March 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 105
Abstract: This brief chart highlights relevant changes to plan limits for 2008.
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Don’t be late – The Voluntary Fiduciary Correction Program can help
February / March 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 798
Abstract: One of the most common ERISA violations is an employer’s failure to timely remit participant salary deferrals or participant loan repayments to a qualified plan. Fortunately, the Voluntary Fiduciary Correction Program (VFCP) provides employers with an easy way to self-correct such ERISA violations such as this. This article examines VFCP updates that make the program simpler to use and expand the types of correctable transactions.
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Welcome back! Break-in-service rules and returning employees
February / March 2008
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 975
Abstract: If an employee leaves a company and then is rehired, this may affect the employee’s participation in a qualified retirement plan. It doesn’t matter what type of plan you sponsor because the break in-service rules apply to all qualified retirement plans. This article looks at the types of breaks in service that qualify and how to determine when an employee can re-enter or enter the plan.