EBU
Showing 225–240 of 395 results
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ERISA fiduciaries: A case law update
February / March 2014
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 1063
Abstract: Many individuals are involved in operating a qualified plan. Some are considered fiduciaries and others act under the direction of a fiduciary. This is an important distinction that all plan sponsors should understand. This article reviews a couple of recent cases that shed some light on who is and isn’t a fiduciary.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
Year End 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 70
Abstract: Some key tax reporting deadlines for December and January.
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Participant-directed individual account plans – EBSA updates timing of investment disclosure
Year End 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 397
Abstract: If a qualified retirement plan has participant-directed individual account plans, an Employee Benefits Security Administration (EBSA) regulation requires plan administrators to disclose detailed investment-related information to plan participants and beneficiaries about the plan’s designated investment alternatives. This brief article summarizes recent EBSA changes to the timing of these notices.
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Between a rock and a hardship – Understanding hardship distributions
Year End 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 496
Abstract: When a participant requests access to money in his or her qualified retirement plan account, what are the rules for distributing it? The IRS allows hardship distributions for an employee’s “immediate and heavy” financial need. Here’s what plan sponsors need to know.
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Taking care of orphans – How to deal with a 401(k) orphan plan
Year End 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 739
Abstract: An orphan plan is a plan that no longer has a plan sponsor. The plan may run afoul of both the Internal Revenue Code (IRC) and ERISA. The IRC includes qualification requirements relating to a plan’s tax-favored status. When a plan is no longer sponsored by an employer, it may no longer comply with IRC requirements and may lose its qualified status. This article reviews what happens to orphan plans.
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Patient Protection and Affordable Care Act – Do you know how to count your employees?
Year End 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 744
Abstract: Although the IRS is encouraging large employers to start complying with information-reporting requirements for the Patient Protection and Affordable Care Act’s shared responsibility provisions in 2014, compliance is strictly voluntary. However, the information reporting and penalty assessment will be in full effect beginning Jan. 1, 2015. Counting full-time employees correctly is something all plan sponsors need to understand; this article explains the rules.
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COMPLIANCE ALERT – Upcoming compliance deadlines:
October / November 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 77
Abstract: The U.S. Supreme Court decision in U.S. Airways v. McCutchen will affect all qualified plan sponsors. This brief article discusses why the Supreme Court reversed both of the lower court decisions when deciding whether a medical plan under ERISA could acquire reimbursement for its payments to an injured participant after he received damages from a third party.
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Supreme Court rejects equitable recovery by ERISA plan sponsor
October / November 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 367
Abstract: The U.S. Supreme Court decision in U.S. Airways v. McCutchen will affect all qualified plan sponsors. This brief article discusses why the Supreme Court reversed both of the lower court decisions when deciding whether a medical plan under ERISA could acquire reimbursement for its payments to an injured participant after he received damages from a third party.
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403(b) plans – IRS establishes preapproved plan program
October / November 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 434
Abstract: A 403(b) plan is a retirement plan for employees of public schools and certain tax-exempt organizations. The IRS issued final 403(b) regulations in 2007, but until earlier this year it didn’t have a program for plan sponsors to obtain opinion and advisory letters determining whether a plan satisfies the regulations. This article summarizes IRS Revenue Procedure 2013-22, establishing a new program for preapproved 403(b) plans.
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Strategies to boost 401(k) plan participation
October / November 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 797
Abstract: According to the Department of Labor, about one-third of eligible employees don’t participate in their employer’s 401(k) plan. But 401(k) plan participation benefits both employees and employers. This article looks at why participation matters and strategies to help increase participation numbers.
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Avoid the negative consequences of plan disqualification – Correct any missteps before it’s too late
October / November 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 870
Abstract: A retirement plan sponsor has a fiduciary duty to ensure that the plan complies with all federal and state rules and regulations, such as the Internal Revenue Code and ERISA, and must follow the plan’s provisions without deviating unless amending the plan. Not following the provisions can lead to plan disqualification. This article reviews the consequences of disqualification and ways for plan sponsors to correct any mistakes that may lead to disqualification. Yarish v. Commissioner, 139 T.C. 11
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COMPLIANCE ALERT
August / September 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 55
Abstract: Some key tax reporting deadlines for September.
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What to tell employees about traditional IRAs vs. Roth IRAs
August / September 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 339
Abstract: For many employees, participating in a qualified group retirement plan is the extent of their retirement planning and savings. For others who are able to save more, an IRA can allow them to invest even more for their retirement. This short article reviews the key differences between a traditional IRA and a Roth IRA that should help guide investors when planning for retirement savings.
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Using the exception – Attorney-client privilege and ERISA fiduciaries
August / September 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 477
Abstract: The attorney-client privilege allows an attorney and his or her client to communicate, in writing or electronically, knowing that those confidential communications won’t be released to opposing parties in the event of litigation. But what about when the communications are between an attorney and a qualified retirement plan fiduciary involving the day-to-day administration of an Employee Retirement Income Security Act (ERISA) plan? In this case, there’s an exception to the attorney-client privilege. This article explains the privilege and the exception.
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Get ready to make RMDs by year end
August / September 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 809
Abstract: In today’s economy, many individuals who are nearing retirement age have already decided how they’re going to spend their retirement benefits. It’s important that qualified plan participants understand the mandatory distribution rules, otherwise known as required minimum distributions (RMDs). This article summarizes RMD rules and what participants must do to avoid steep excise taxes.
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Play or pay is delayed, but other provisions aren’t – What every plan sponsor needs to know about upcoming PPACA requirements
August / September 2013
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 931
Abstract: The Patient Protection and Affordable Care Act (PPACA) was signed into law in 2010. Certain provisions were effective immediately, others 90 days or six months after enactment, and still other provisions phase in through 2020. A number of provisions become effective starting Jan. 1, 2015. This article highlights the requirements and steps sponsors should take now to prepare.