EBU
Showing 321–336 of 395 results
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COMPLIANCE ALERT – Upcoming compliance deadlines:
October / November 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 52
Abstract: A brief list of key tax reporting deadlines for the final quarter of 2010.
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Are you ready for the final investment advice regulations?
October / November 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 302
Abstract: Earlier this year, the Department of Labor (DOL) announced its revised proposed investment advice regulations on 401(k) plans and other retirement arrangements. This brief article recaps the 2009 final regulations and highlights the changes in the proposed regulations.
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Following a new trend – District court rules for plan administrator in excessive fee case
October / November 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 593
Abstract: George v. Kraft Foods Global, Inc. involves a class action suit brought on behalf of participants of a 401(k) plan sponsored by Kraft Foods Global, Inc. The plaintiffs challenged plan fees charged for various administrative and investment services, as well as the structuring of company stock fund investment options as “unitized funds.” This article summarizes the U.S. District Court’s opinion dismissing the claims, following a recent trend favoring plan administrators in “excessive fee” suits.
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The alphabet soup of “A” players – Selecting and evaluating plan consultants
October / November 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 729
Abstract: To maintain a successful retirement plan, a plan’s sponsor must blend appropriate investment choices with proficient compliance administration and timely, accurate recordkeeping. Outside experts — such as benefits advisors, third-party administrators (TPAs), actuaries, attorneys and accountants — can play a role in your plan’s compliance and administration. This article looks at these different consultants.
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Fiduciary 101 – Responsibilities of being a plan sponsor or administrator
October / November 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 813
Abstract: Fiduciary responsibility. It’s a term used a lot, but what does it really mean? Many plan sponsors don’t fully understand the scope of their fiduciary responsibilities. Yet failing to comply with ERISA’s fiduciary requirements can affect the company that sponsors the plan — and even result in significant personal liability and penalties. This article reviews the basics of who is considered a fiduciary and what actions a fiduciary should and should not take.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
August / September 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 32
Abstract: A brief list of key tax reporting deadlines for September.
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2009 Form 5500 filing requirements for one-participant plans
August / September 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 346
Abstract: Electronic filing of the Form 5500 became mandatory for most plan types in 2009. But even this rule has an exception. One-participant plans were still required to file their Form 5500-EZs with the IRS on paper by July 31. If the plan requested an extension, the paper Form 5500-EZ will be due on Oct. 15. (Please note that these deadlines are for calendar year plans.)
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Extended deadline for employer contributions is near
August / September 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 419
Abstract: To encourage employees to participate in their 401(k) plans, employers will often make contributions into the trust for plan participants. For example, employers will make matching contributions for eligible participants based on a participant’s elective deferral contribution into the plan. The employer can then deduct these contributions on its tax return — but only if the contributions were made by the IRS deadline.
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Time flies when you have a 401(k) plan – What you need to do now to prepare for year end
August / September 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 859
Abstract: The end of the calendar year is approaching and, with it, a host of employee benefit plan tasks. While it may seem months away, it’s never too early for employers to review what needs to be done between now and the end of the year. This article offers some questions employers should be asking.
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How will health care reform affect your plan?
August / September 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 894
Abstract: Health care reform has been big news this year. The Patient Protection and Affordable Care Act (PPACA) and Health Care and Education Reconciliation Act (Reconciliation Act) provided significant changes to health care in the United States. But how will it affect businesses? This article discusses several of the immediate effects.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
June / July 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 35
Abstract: A brief list of key tax reporting deadlines for July.
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Keeping up with your employee contributions
June / July 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 323
Abstract: After many years of confusion, the DOL issued final regulations providing a safe harbor rule for determining the timeliness of depositing employee deferrals of retirement and welfare benefit plans. The regulation became effective in January 2010. This brief article discusses the new regulation.
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Do as I write, not as I say – Avoid mishaps with written ERISA benefits
June / July 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 662
Abstract: Qualified retirement plan sponsors must ensure that information provided to plan participants is accurate and reliable and follows the plan document provisions. As pointed out by one recent court case, Ladouceur v. Credit Lyonnais, poor communication or misinformation has the potential to cause significant problems for a plan sponsor if participants attempt to use incorrect information. This article provides a lesson on what employers may or may not communicate orally to employees about ERISA benefits as compared to what they must put in writing.
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IRS updates – Are your plan distribution and benefit accrual reduction notices up to date?
June / July 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 773
Abstract: A distribution from a retirement plan should be a fairly simple process. Unfortunately, many participants equate such distributions as a withdrawal from the local ATM machine. Strict rules and guidance control the circumstances under which a participant can take a distribution and the procedures that sponsors must follow. This article summarizes two notable changes to such notices and their implications.
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Know your plan limits – Taking the confusion out of differing plan limits
June / July 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 787
Abstract: Defined contribution plans are subject to numerous annual limits, all of which employers and plan administrators must keep straight. At times these limits can appear to be at odds with each other, leaving many plan sponsors to ask, “How do we know which limit applies?” This article reviews several relevant limits and their relationship to each other.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
April / May 2010
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 47
Abstract: A brief list of key tax reporting deadlines for April and May.