EBU
Showing 193–208 of 395 results
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Who are functional fiduciaries? Appeals court holds service provider not a plan fiduciary
February / March 2015
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 551
Abstract: The U.S. Court of Appeals for the Third Circuit recently provided a blueprint for when a retirement plan service provider is deemed a fiduciary and when it isn’t. The conclusion? There’s no substitute for fulfilling the full burden of fiduciary responsibility when managing a retirement plan. This article summarizes the case and its impact. Santomenno v. John Hancock (No. 13-3467)
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IRS checklist offers a convenient compliance self-checkup
February / March 2015
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 957
Abstract: Plan sponsors have a fiduciary responsibility to ensure that their qualified plan complies with all current employee benefits laws and regulations and operates within the plan’s current provisions. It’s time for an annual self-checkup with help from the IRS. The article highlights some questions to ask to determine whether a plan complies with laws and operates properly.
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Navigating ERISA’s comprehensive plan document disclosure rules
February / March 2015
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 791
Abstract: ERISA requires detailed disclosure about most facets of a retirement plan. Understanding the rules may help guide plan sponsors and administrators when determining whether to provide a requested document. This article reviews the guidelines for document disclosure.
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COMPLIANCE ALERT – Upcoming compliance deadlines
Year End 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 97
Abstract: This feature lists a few key tax reporting deadlines for year end.
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Help participants avoid an inappropriate IRA rollover
Year End 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 267
Abstract: The Government Accountability Office recently found that much of the information touting the benefits of IRA rollovers isn’t always objective. This prompted the Financial Industry Regulatory Authority (FINRA) to alert investment advisors and brokerage firms that it’s investigating inappropriate IRA rollover solicitations to 401(k) plan participants nearing retirement. In turn, plan sponsors should be aware of employees who may be persuaded to roll over assets into expensive or poorly designed and managed IRAs. This brief article highlights FINRA’s findings and steps sponsors can take to help participants.
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401(k) plan automatic enrollment: A winning formula
Year End 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 499
Abstract: Although the number is slowly shrinking, many 401(k) plan sponsors remain reluctant to institute auto-enrollment and auto-deferral increase features. However, plans with these features generally have higher participation rates and account balances. This article reviews recent statistics and explains how to go about setting up these features in a 401(k) plan.
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Are you offering a Roth 401(k) plan option yet?
Year End 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 811
Abstract: In a Roth 401(k) plan, participants make after-tax contributions to a qualified plan and receive tax-free distributions, provided the funds are in the plan for at least five years from the date of the initial Roth 401(k) plan contribution. Thus, while participants pay a tax on the income that was the source of the contribution, the earnings on the contributions are tax-free. This article summarizes Roth 401(k) basics and provides support for implementing a Roth option into a 401(k) plan.
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What you need to know about ADP/ACP discrimination testing
Year End 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 868
Abstract: Each year plan sponsors must test 401(k) plans to ensure that the contributions made by and for rank-and-file employees, also known as non–highly compensated employees (NHCEs), are reasonably proportional to contributions made for highly compensated employees (HCEs), generally the company’s owners and managers. This article examines what all employers should understand about the tests — known as the actual deferral percentage (ADP) test and the actual contribution percentage (ACP) test.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
October / November 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 80
Abstract: This feature lists a few key tax reporting deadlines for the year’s final quarter.
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DOL sets 2015 regulatory agenda
October / November 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 336
Abstract: Each year, the Department of Labor (DOL) sets an agenda for the year ahead. 2015 looks to be a busy year. This brief article highlights some of the DOL’s 2015 agenda.
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Are your 401(k) plan administrative fees allocated equally?
October / November 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 566
Abstract: Generally, some 401(k) plan participants shouldn’t bear a higher proportion of a qualified retirement plan’s administrative costs than other participants because of their investment choices. Yet that’s the reality for many participants. This article notes that the numbers can be significant and discusses what to do to equitably allocate fees.
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ESOPs facing tougher scrutiny by regulators and courts
October / November 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 744
Abstract: Employee Stock Ownership Plan (ESOP) fiduciaries are facing closer scrutiny by the Department of Labor (DOL), while federal courts, including the U.S. Supreme Court, are weighing in on ESOP cases. This article reminds ESOP sponsors to take a fresh look at how their ESOPs are structured and overseen by fiduciaries.
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Target date funds and fiduciary duty – Examine your TDFs’ glide paths to ensure suitability
October / November 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 928
Abstract: Retirement plan fiduciaries generally are absolved from liability with respect to plan participants’ selection of investments in plans that offer multiple investment choices with various levels of risk. This includes target date funds (TDFs). Fiduciaries’ duties with respect to TDFs were fine-tuned under the Pension Protection Act. This article discusses TDF basics and why fiduciaries must still act prudently in selecting them. A sidebar cites a study showing that a disappointingly high number of plan participants – especially among baby boomers – are not managing their accounts, either by themselves or through third parties.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
August / September 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 38
Abstract: This article lists a few key tax reporting deadlines for September.
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IRS issuing updated preapproved master and prototype plans for adoption
August / September 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 278
Abstract: The IRS compiles determination letters that approve particular plan designs and documents every few years, and offers them to plan sponsors and administrators for adoption as master and prototype (M&P) plans. Recently, the IRS announced it has begun updating its compilation of preapproved plans to reflect laws and regulations that have been enacted since 2010.This brief article discusses the new plan documents.
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Understanding bonds – What do your plan participants know about bonds?
August / September 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 441
Abstract: Bonds have a place in retirement portfolios. However, recent research suggests that many 401(k) plan participants may have some misperceptions about what that place is — and how bonds perform under various market conditions. This article reviews the research and suggests that taking the pulse of your 401(k) participants might be a prudent thing to do.