EBU
Showing 145–160 of 395 results
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Small employers on notice – Fiduciary focus important for any size employer
October / November 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 836
Abstract: One recent lawsuit alleging fiduciary duty violations caught the attention of many in the employee benefits business not because of the nature of the charges, but instead because it involved a small employer. A string of large employers have faced similar charges and ultimately compensated participants. Even though the plaintiffs later withdrew their complaint, this article examines why the filing of this case matters. A sidebar offers several methods of allocating recordkeeping fees equitably among participants. Damberg et al v. LaMettry’s Collision Inc., 0:16-cv-01335 (Minn. D.C. 2016)
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COMPLIANCE ALERT – Upcoming compliance deadlines:
August / September 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 50
Abstract: This feature lists a few key tax reporting deadlines for September.
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Discriminatory plans that meet statutory requirements
August / September 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 320
Abstract: The IRS issued a warning to plan sponsors whose plan designs satisfy numeric antidiscrimination tests, yet still have the effect of steering a disproportionate amount of benefits to highly compensated employees. This short article summarizes the IRS’s message: Simply satisfying numeric tests doesn’t guarantee that you’re complying with antidiscrimination regulations.
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Advise DB plan participants carefully on lump sum window opportunities
August / September 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 534
Abstract: There are sound reasons why defined benefit plan sponsors may offer participants lump sum payout windows. Principal among them: lowering the plan’s financial exposure, thereby providing greater long-term financial security to participants who elect to stay in the plan. However, the consequences of accepting a lump sum payout can be good or bad for participants. This article looks at the pros and cons of these windows.
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Perception isn’t reality – EBRI study reviews retirement preparedness
August / September 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 770
Abstract: The Employee Benefit Research Institute’s 2016 “Retirement Confidence Survey” provides helpful insights on employee behavior and benchmarking data for plan sponsors striving to help their employees attain retirement readiness. When it comes to retirement preparation, the study indicates that confidence often doesn’t correlate to the underlying facts. This article highlights the challenge for many plan sponsors for closing the perception/reality gap.
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DOL fiduciary rule rocks plan investment advice landscape
August / September 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 867
Abstract: When the final version of the U.S. Department of Labor’s fiduciary standards rule for advisors to retirement plans was issued in April, the wait for the long-anticipated regulatory package was over. With the benefit of the intervening months, the implications for plan sponsors have become clearer. This article highlights what plan sponsors need to know about the new rule. A sidebar looks at what constitutes investment “advice.”
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COMPLIANCE ALERT – Upcoming compliance deadlines:
June / July 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 126
Abstract: This feature lists a few key tax reporting deadlines for June, July and August.
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Studies support pairing auto-escalation with auto-enrollment
June / July 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 349
Abstract: Auto-enrolling 401(k) plan participants without also incorporating an auto-escalation feature might be a counterproductive exercise. Survey data suggests that average 401(k) plan deferral rates have been trending downward even though more employers are adopting auto-enrollment. The apparent culprit: low auto-deferral rates. This brief article highlights how to use both auto-enrollment and auto-escalation clauses to help benefit employees.
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Court dismisses excessive fee charge – When parties are considered fiduciaries
June / July 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 481
Abstract: A U.S. Court of Appeals has denied a 401(k) plan sponsor’s effort to recover funds from its administrator based on an accusation that it had charged participants “excessive” fees. This article explains why the court rejected the plaintiff’s arguments and reminds plan sponsors to carefully scrutinize fee structures during contract negotiations. Hecker v. Deere & Co., 556 F.3d 575, 583 (7th Cir. 2009) Renfro v. Unisys Corp., 671 F.3d 314, 324 (3d Cir. 2011) McCaffree Financial Corp. v. Principal Life Insurance Company (8th Cir., No. 15-1007)
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Make the change – IRS expands midyear safe harbor plan changes
June / July 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 820
Abstract: Sponsors of safe harbor 401(k) plans now have more flexibility to make “midyear” changes to their plans, thanks to a policy change announced by the IRS. This article reviews the changes, outlined in IRS Notice 2016-16, which took effect January 29. ERISA 1.401(k)-3(k)(3) or 1.401(m)-3(a)(2)
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DOL liberalizes views on economically targeted investments
June / July 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 786
Abstract: The U.S. Department of Labor (DOL) has reversed guidance it issued in 2008 with respect to retirement plans’ allocating funds to economically targeted investments (ETIs) that consider environmental, social and governance factors. This article discusses the DOL’s about-face on this topic. A sidebar discusses whether plan fiduciaries are required to do anything new with respect to ETIs.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
April / May 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 96
Abstract: This feature lists a few key tax reporting deadlines for April and May.
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DOL stresses plan auditor experience
April / May 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 350
Abstract: Generally, plans with at least 100 participants must provide an audit report when filing IRS Form 5500. A recent analysis of private audits of Forms 5500 conducted by the U.S. Department of Labor (DOL) suggests the importance of ensuring that a plan’s audit is conducted by a well-qualified auditing firm. This brief article highlights the DOL’s findings.
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Assessing the legal risks of brokerage windows
April / May 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 496
Abstract: Why limit plan participants’ investments to a handful of managed funds when they can have an unlimited selection using a “brokerage window”? The answer might depend on one’s appetite for legal risk. This article reviews when it may make sense to offer a brokerage window in a 401(k) plan.
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Why a nonqualified deferred comp plan may be right for you
April / May 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 790
Abstract: What if a nonqualified deferred compensation plan (NQDCP) enabled senior managers to replace a higher proportion of their current income when they retire? While NQDCPs often are perceived as only for top executives, they may also be right for upper-level staff. This article discusses what plan sponsors need to know about NQDCPs.
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Plan fee benchmarking – Key fiduciary considerations when reviewing plan fees
April / May 2016
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 815
Abstract: Are the services a plan receives reasonably priced? Knowing the answer is a vital fiduciary duty. ERISA expects more from plan fiduciaries than simply shopping around for plan providers offering rock bottom rates. This article summarizes some key areas all fiduciaries must consider when benchmarking costs of their qualified retirement plan. A sidebar discusses a report that suggests ways employers can help current plan participants ease into retirement.