In his presentation at the 2015 Savannah Fiduciary Seminar, Rick Pummill of The Retirement Plan Company presented on how to make 401(k) or Defined Contribution Plan operations more effective, from design tips to electronic delivery of disclosures.
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
HunterMaclean ERISA and employee benefits attorney Rebecca Sczepanski made this presentation at the 2015 Savannah Fiduciary Seminar. Her presentation covered a summary of the legal issues regarding fiduciary status, including how to identify ERISA and state law fiduciaries. She provided tips for avoiding or mitigating risks associated with defined plan fiduciary status as well as an update on major fiduciary litigation.
The legislative landscape in which retirement plans must operate is constantly evolving to meet the need for an appropriate level of industry regulation. Legislative and regulatory activity during 2013 to date has created numerous opportunities and challenges that retirement plan sponsors must address. In this program, Erik Daley, CFA, will provide an overview of this year's legislative and regulatory developments and focus on practical, consultative tips on how they might apply to your retirement plan.
The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans)…
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
HunterMaclean ERISA and employee benefits attorney Rebecca Sczepanski made this presentation at the 2015 Savannah Fiduciary Seminar. Her presentation covered a summary of the legal issues regarding fiduciary status, including how to identify ERISA and state law fiduciaries. She provided tips for avoiding or mitigating risks associated with defined plan fiduciary status as well as an update on major fiduciary litigation.
The legislative landscape in which retirement plans must operate is constantly evolving to meet the need for an appropriate level of industry regulation. Legislative and regulatory activity during 2013 to date has created numerous opportunities and challenges that retirement plan sponsors must address. In this program, Erik Daley, CFA, will provide an overview of this year's legislative and regulatory developments and focus on practical, consultative tips on how they might apply to your retirement plan.
The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans)…
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans). ERISA has been amended many times over the years, expanding the protections available to welfare benefit plan participants and beneficiaries.
The Department of Labor (DOL), through its Employee Benefits Security Administration (EBSA), enforces most of ERISA’s provisions. Violating ERISA can have serious and costly consequences for employers that sponsor welfare benefit plans, either through DOL enforcement actions and penalty assessments or through participant lawsuits.
Employee Benefits and Human Resources: The Year in Review and a Look at What’...Winston & Strawn LLP
2016 included significant legislative, regulatory, enforcement, and case law developments in the employee benefits and human resources area, and 2017 promises to be a year of change. Therefore, it is important to stay up-to-date on the latest legal developments, threats, and best practices.
Steve Flores and Christine Matott from our Employee Benefits & Executive Compensation Practice, Rob Newman and Alessandra Swanson from our Privacy & Data Security Practice, and Cardelle Spangler from our Labor & Employment Practice, reviewed important compliance deadlines and areas of potential risk. The discussion examined the following important areas:
Significant plan fiduciary litigation
DOL Conflict of Interest Rules
Affordable Care Act developments, including reporting and enforcement
Updates on HIPAA enforcement, including the latest on OCR’s audits, recently released guidance, and case settlements
Recent changes to employee privacy laws, including state breach notification laws and EU data transfer laws
New overtime rules, EEOC LGBT protections, and ban the box rules
This issue of Retirement Plan News includes articles on the following: Post-severance compensation revisited, The fiduciary role and Tibble v. Edison, Bankruptcy and retirement plans.
The International Trade Council and TSI Present, The Evolution of SeveranceLana Mellis
Learning outcomes:
•Learn what a Supplemental Unemployment Benefits (SUB) Plan is and how it works.
•Examine the advantages of SUB benefits compared to traditional severance programs.
•Discover why employers choose SUB-Pay programs.
Now that fee disclosures are being delivered to employers and participants each year, how do you fulfill your fiduciary duty to determine the reasonableness of plan fees and communicate the information to employees?
An effective way is with a documented fee review process. Check out our presentation from a recent learning symposium for plan fiduciaries.
Clark Schaefer Hackett created this buyer’s guide to help you and other plan fiduciaries make an informed decision when hiring a quality auditor for your employee benefit plan audit. This guide covers your fiduciary responsibilities, the timing of a plan audit, audit quality, finding the right auditor and more.
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
In late 2013, the U.S. Office of Management and Budget (OMB) announced comprehensive grant reform rules titled “Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance).”
The new Uniform Guidance that is effective for years ending on or after December 26, 2014 have replaced the audit and reporting requirements under the U.S. Office of Management and Budget (OMB) Circular A-133. No early implementation is permitted.
The most well known change the Uniform Guidance implemented was the increase in the Single Audit threshold from $500,000 to $750,000, however, there are many other changes that will impact the amount of Single Audit testing and reporting which affect both the auditee and auditor.
Comprehensive Guide to Nonqualified Deferred Compensation NQDCFulcrum Partners LLC
When it comes to an executive’s individual preparedness for retirement, both the executive and the organization may have questions about how a Nonqualified Deferred Compensation Plan benefits each party. This two-part series addresses many of the uncertainties and concerns.
The WR Marketplace is created by experts at Greenberg Traurig and the AALU staff, led by Jonathan M. Forster, Steven B. Lapidus, Martin Kalb, Richard A. Sirus, and Rebecca S. Manicone. WR Marketplace #17-40 was written by Greenberg Traurig Shareholder Richard A. Sirus.
The AALU WR Newswire and WR Marketplace are published by the AALU as part of the Essential Wisdom Series, the trusted source of actionable technical and marketplace knowledge for AALU members—the nation’s most advanced life insurance professionals.
COVID-19: The Impact on Retirement PlansCBIZ, Inc.
As COVID-19 continues to impact the stock market and organizations around the world, we understand that you have concerns about how recent market fluctuations may affect your retirement plan. What you should know is that there are options you may have to minimize these effects on your business and your employees. We’ve developed a summary of these complex issues in this whitepaper. You will learn about:
- Impacts to both defined benefit plans and defined contribution plans
- Potential options for your organization to minimize negative effects on your business and your employees
- Legislative updates from the CARES Act
- Important considerations and actions to take next
Course Description
If you own or manage a business that uses independent contractors, you need to know when you can or cannot treat a worker as an independent contractor. This presentation answers some of the common questions about worker classification.
INTRODUCTION
Misclassification of employees as independent contractors is now a common phrase uttered by state and federal legislators and regulators. State task forces have been formed to crack down on businesses that do not pay unemployment insurance and workers’ compensation premiums or withhold taxes for workers whom the state believes are employees and not independent contractors.
Brian Wurpts explains the Employee Plans Compliance Resolution System (EPCRS) in his article "Operational Failures & Forgiveness." Mychelle Holloway discusses "What's New in ESOP Administration" for 2009.
Winston & Strawn's Employee Benefits & Executive Compensation Practice hosted an eLunch to discuss key issues faced by plan sponsors during IRS and DOL audits of retirement plans. The most common problem areas identified by IRS and DOL agents were addressed, with practical tips for plan sponsors on how to establish and maintain internal controls to help avoid compliance errors. Topics included:
-The most significant issues DOL agents focus on during audits, including missing participants, late payroll deposits, and missed employee communications
-The most significant issues IRS agents focus on during audits, including definitions of compensation, age 70-1/2 distributions, employee eligibility requirements, and properly updated plan documents
-Steps employers can take in order to improve their internal controls for compliance with IRS and DOL requirements
Contact Winston & Strawn for more information about this presentation:
https://www.winston.com/en/thought-leadership/irs-and-dol-audit-issues-for-retirement-plans.html
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for employee benefit plans maintained by private-sector employers. ERISA includes requirements for both retirement plans (for example, 401(k) plans) and welfare benefit plans (for example, group health plans). ERISA has been amended many times over the years, expanding the protections available to welfare benefit plan participants and beneficiaries.
The Department of Labor (DOL), through its Employee Benefits Security Administration (EBSA), enforces most of ERISA’s provisions. Violating ERISA can have serious and costly consequences for employers that sponsor welfare benefit plans, either through DOL enforcement actions and penalty assessments or through participant lawsuits.
Employee Benefits and Human Resources: The Year in Review and a Look at What’...Winston & Strawn LLP
2016 included significant legislative, regulatory, enforcement, and case law developments in the employee benefits and human resources area, and 2017 promises to be a year of change. Therefore, it is important to stay up-to-date on the latest legal developments, threats, and best practices.
Steve Flores and Christine Matott from our Employee Benefits & Executive Compensation Practice, Rob Newman and Alessandra Swanson from our Privacy & Data Security Practice, and Cardelle Spangler from our Labor & Employment Practice, reviewed important compliance deadlines and areas of potential risk. The discussion examined the following important areas:
Significant plan fiduciary litigation
DOL Conflict of Interest Rules
Affordable Care Act developments, including reporting and enforcement
Updates on HIPAA enforcement, including the latest on OCR’s audits, recently released guidance, and case settlements
Recent changes to employee privacy laws, including state breach notification laws and EU data transfer laws
New overtime rules, EEOC LGBT protections, and ban the box rules
This issue of Retirement Plan News includes articles on the following: Post-severance compensation revisited, The fiduciary role and Tibble v. Edison, Bankruptcy and retirement plans.
The International Trade Council and TSI Present, The Evolution of SeveranceLana Mellis
Learning outcomes:
•Learn what a Supplemental Unemployment Benefits (SUB) Plan is and how it works.
•Examine the advantages of SUB benefits compared to traditional severance programs.
•Discover why employers choose SUB-Pay programs.
Now that fee disclosures are being delivered to employers and participants each year, how do you fulfill your fiduciary duty to determine the reasonableness of plan fees and communicate the information to employees?
An effective way is with a documented fee review process. Check out our presentation from a recent learning symposium for plan fiduciaries.
Clark Schaefer Hackett created this buyer’s guide to help you and other plan fiduciaries make an informed decision when hiring a quality auditor for your employee benefit plan audit. This guide covers your fiduciary responsibilities, the timing of a plan audit, audit quality, finding the right auditor and more.
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
In late 2013, the U.S. Office of Management and Budget (OMB) announced comprehensive grant reform rules titled “Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance).”
The new Uniform Guidance that is effective for years ending on or after December 26, 2014 have replaced the audit and reporting requirements under the U.S. Office of Management and Budget (OMB) Circular A-133. No early implementation is permitted.
The most well known change the Uniform Guidance implemented was the increase in the Single Audit threshold from $500,000 to $750,000, however, there are many other changes that will impact the amount of Single Audit testing and reporting which affect both the auditee and auditor.
Comprehensive Guide to Nonqualified Deferred Compensation NQDCFulcrum Partners LLC
When it comes to an executive’s individual preparedness for retirement, both the executive and the organization may have questions about how a Nonqualified Deferred Compensation Plan benefits each party. This two-part series addresses many of the uncertainties and concerns.
The WR Marketplace is created by experts at Greenberg Traurig and the AALU staff, led by Jonathan M. Forster, Steven B. Lapidus, Martin Kalb, Richard A. Sirus, and Rebecca S. Manicone. WR Marketplace #17-40 was written by Greenberg Traurig Shareholder Richard A. Sirus.
The AALU WR Newswire and WR Marketplace are published by the AALU as part of the Essential Wisdom Series, the trusted source of actionable technical and marketplace knowledge for AALU members—the nation’s most advanced life insurance professionals.
COVID-19: The Impact on Retirement PlansCBIZ, Inc.
As COVID-19 continues to impact the stock market and organizations around the world, we understand that you have concerns about how recent market fluctuations may affect your retirement plan. What you should know is that there are options you may have to minimize these effects on your business and your employees. We’ve developed a summary of these complex issues in this whitepaper. You will learn about:
- Impacts to both defined benefit plans and defined contribution plans
- Potential options for your organization to minimize negative effects on your business and your employees
- Legislative updates from the CARES Act
- Important considerations and actions to take next
Course Description
If you own or manage a business that uses independent contractors, you need to know when you can or cannot treat a worker as an independent contractor. This presentation answers some of the common questions about worker classification.
INTRODUCTION
Misclassification of employees as independent contractors is now a common phrase uttered by state and federal legislators and regulators. State task forces have been formed to crack down on businesses that do not pay unemployment insurance and workers’ compensation premiums or withhold taxes for workers whom the state believes are employees and not independent contractors.
Brian Wurpts explains the Employee Plans Compliance Resolution System (EPCRS) in his article "Operational Failures & Forgiveness." Mychelle Holloway discusses "What's New in ESOP Administration" for 2009.
Winston & Strawn's Employee Benefits & Executive Compensation Practice hosted an eLunch to discuss key issues faced by plan sponsors during IRS and DOL audits of retirement plans. The most common problem areas identified by IRS and DOL agents were addressed, with practical tips for plan sponsors on how to establish and maintain internal controls to help avoid compliance errors. Topics included:
-The most significant issues DOL agents focus on during audits, including missing participants, late payroll deposits, and missed employee communications
-The most significant issues IRS agents focus on during audits, including definitions of compensation, age 70-1/2 distributions, employee eligibility requirements, and properly updated plan documents
-Steps employers can take in order to improve their internal controls for compliance with IRS and DOL requirements
Contact Winston & Strawn for more information about this presentation:
https://www.winston.com/en/thought-leadership/irs-and-dol-audit-issues-for-retirement-plans.html
Common 401(k) Plan Operational DeficienciesSkoda Minotti
This presentation covers some of the most common 401(k) plan deficiencies and errors and how plan sponsors can go about correcting these issues before they escalate.
Discussion of recent IRS and Department of Labor 401(k) and pension plan investigations; Learn how you, your management, and your HR team can prevent some of the costly mistakes associated with running your 401(k) and pension plans; Learn the steps to take when sponsoring a retirement plan to avoid problems down the road; Learn what to do when you come across a problem that has already happened.
This webinar provided a 401(k) and pension plan accounting and auditing update for plan sponsors, including management, accountants, and Human Resource professionals. In addition, the presentation provided an update on recent Employee Retirement Income Security Act (ERISA) criminal cases, the outcomes of those cases, and the prosecution.
Client Highlight- At Joint Commission: The Progression of a Planning & Foreca...Emtec Inc.
Solving immediate budgeting and forecasting process issues is quite daunting. Learn how one organization achieved budget, planning and forecasting excellence with a phased-in step by step process that lead to success throughout the entire organization.
Retirement Plans Under Attack by Plan Participants and Government Agencies: A...Human Capital Media
Recently, the courts have made it easier for retirement plan participants to sue plan fiduciaries on grounds ranging from inadequate plan investments and excessive plan fees or misstatements regarding plan benefits. Both the IRS and DOL have been aggressively auditing plans and holding employers’ feet to the fire when perceived violations are found. Employers now, more than ever, must take seriously their role as the stewards of their 401(k) plans. In this session, we will discuss best practices for fiduciary governance especially in light of the DOL’s new fiduciary rules, and specific steps that can be taken to protect plan fiduciaries. We will also discuss areas of concern to employers in their role as plan administrators and the best way to protect plans from administrative miscues.
Even with the most earnest intentions, mistakes inside of a retirement plan will most likely happen from time to time. Plan sponsors can take solace in knowing that there is a corrective solution for nearly every compliance problem. Knowing how to correct a plan error will help plan sponsors act swiftly so as not to ripen the problem should one occur. It can also help save the plan sponsor money. In this program, Multnomah Group will provide an overview of the correction programs available through both the Internal Revenue Service (for Internal Revenue Code issues) and the Department of Labor (for issues under the Employee Retirement Income Security Act).
Dynamic Changes Occurring: OMB's Uniform Grant GuidanceStreamLinkSoftware
At this year’s National Association of State Auditors, Comptrollers and Treasurers (NASACT) Annual Conference in Chicago, Illinois, StreamLink Software CEO, Adam Roth, and partner at accounting firm Plante Moran, Michelle Watterworth, presented on UGG’s impact on grant administration and audits.
Similar to Rick Pummill - TRPC - Effective Plan Design and Administration (20)
This short presentation from Georgia business law firm HunterMaclean provides overview information on four important aspects of your business's legal "fitness": Business Structure, Employment, Agreements and Contracts, and Business Succession. The presentation contains links to articles with more information on each topic.
Wade Herring Employment Law for Businesses of Any Size 10-6-15Downey Brand LLP
HunterMaclean employment attorney Wade Herring made this presentation at the Brunswick-Golden Isles Chamber of Commerce Lunch and Learn on October 6, 2015. In the presentation Mr. Herring also covered updates in employment law.
Savannah Logistics Lunch Jay Roberts Transportation PresentationDowney Brand LLP
Georgia Department of Transportation (GDOT) planning Director Jay Roberts presented a transportation update at the Savannah Logistics Lunch on August 18, 2015. His slides highlighted GDOT investment and initiatives in areas surrounding the Port of Savannah as well as other areas of Chatham County
Julia Butler - The Fiduciary Group - Best Practices for Meeting Fiduciary Dut...Downey Brand LLP
In her presentation at the 2015 Savannah Fiduciary Seminar, Julia Butler of the Fiduciary Group describes how plan sponsors, trustees, and investment committees can best meet their fiduciary duties to manage the plan’s investments. She outlines what should be in an effective Investment Policy Statement, and lays out the fiduciary processes to select, monitor, and replace the plan’s investment options. She also explains how a Section 3(38) fiduciary investment advisor can significantly reduce or eliminate a plan sponsor’s fiduciary liability for plan investments.
Wade Herring Employment Law Discrimination and Harassment Defining and Preven...Downey Brand LLP
HunterMaclean employment attorney Wade Herring presented to attendees at the 2015 HPIP (High Performance Insulation Professionals) conference held on Hilton Head Island, SC. He discussed defining and preventing discrimination and harassment in the workplace.
Legal checklist for success as you grow your business 10 16-14Downey Brand LLP
The presentation is designed for new business owners and managers, as well as for leaders of more established businesses ready to move their organizations forward.
Adam Kirk HunterMaclean- Enhancing the Bundle of Sticks: Implementing preserv...Downey Brand LLP
Adam Kirk presented on NMTCs and the renovation of the new Savannah Law School at their event Re-Integrating Spaces. His panel was titled Historical Perspectives in Modern Context.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
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➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
4. Plan Design
Safe Harbor 401(k)
• Eliminates ADP/ACP nondiscrimination testing
• Permits HCEs to make elective 401(k) deferrals up to the
maximum limits ($18,000 for 2015): NO REFUNDS due to
failed tests!
• 3% Nonelective – to all eligible NHCEs and to HCEs if
elected in plan document (preferred if cross-tested plan)
• Basic or Enhanced Match- to all eligible NHCEs if deferring
and to HCEs if elected in plan document
• Basic: $1 for $1 on first 3% of pay deferred plus $.50 on the next 2%
deferred
• Enhanced: any rate at least as good as Basic Match, rate of match
does not increase as deferral rate increases and if meeting ACP
requirements – cannot exceed 6% of compensation
• EXAMPLE: $1 for $1 on first 4% of pay deferred
5. Plan Design
• Safe Harbor Examples:
Basic Enhanced
401(k) % of Pay Match Match 3%
Wages Deferrals Deferred Amount Match % Amount Match % Nonelective
EE 1 $265,000 18,000.00 6.79% 10,600.00 4.00% 10,600.00 4.00% 7,950.00
EE 2 $80,000 18,000.00 22.50% 3,200.00 4.00% 3,200.00 4.00% 2,400.00
EE 3 $80,000 2,600.00 3.25% 2,500.00 3.13% 2,600.00 3.25% 2,400.00
EE 4 $45,000 2,000.00 4.44% 1,675.00 3.72% 1,800.00 4.00% 1,350.00
EE 5 $45,000 450.00 1.00% 450.00 1.00% 450.00 1.00% 1,350.00
EE 6 $25,000 1,500.00 6.00% 1,000.00 4.00% 1,000.00 4.00% 750.00
EE 7 $25,000 0.00 0.00% 0.00 0.00% 0.00 0.00% 750.00
19,425.00 19,650.00 16,950.00
• Enhanced Match = $1 for $1 on first 4% of deferrals
6. Plan Design
Auto Enrollment 401(k)
• Studies show that participants are not saving enough. As
much as 30% of employees do not participate.
• Inertia: many employees just don’t take action: so instead of
an election into the plan, it takes an election to opt out of the
plan
• Results:
• More employees are enrolled in the plan, saving for retirement
• Boosts the deferral percentages of NHCEs which in turn helps pass the
ADP test and HCEs get to keep more of their elective 401(k) deferrals in
the plan (for non safe harbor 401k plans subject to testing)
• Historically “larger” plans seem more interested in adoption
• Is the plan a “tax shelter” for small plan or employee benefit for larger ER
• There are a variety of options that must be considered
• See Exhibit A
7. Plan Design
Auto Enrollment 401(k)
• HR departments must be diligent in administering auto
enrollment features:
• Properly enroll new entrants and keep track of who is auto
enrolled
• Notices- upon enrollment and annually thereafter
• Investment of new participants deferral; default – QDIA?
• 90-day withdrawal option for those who ultimately decide not to
participate
• Automatic escalators if any; % will vary from employee to
employee
• Properly track traditional and Roth deferrals
• Coordinate with payroll provider!
8. Plan Design
Cross Testing (aka “new comparability”)
• Plan Documents must contain the methodology that will be
used to allocate any nonelective (i.e. profit sharing)
contributions
• Typically: 1) prorata on compensation or 2) “permitted
disparity” aka social security integration
• Cross Testing – profit sharing with a “twist”
• Plan document provision: employer has the ability to target various groups
or individuals and skew more of the contribution towards those individuals
• Permitted to put all participants in their own group
• E.g. Salaried and hourly employees or Savannah and Atlanta locations
• Nondiscrimination testing projects current contributions to normal
retirement age and compares the annual benefits that could be provided
• Testing will typically work best if a the “favored” individual/group is
somewhat older than others or relatively equal range of ages
9. Plan Design
New Comparability Example:
Safe Harbor 401(k) Plan - with new comparability feature 12/31/2015
Plan 401(k) Safe Profit %
Name Age Compensation Deferral Harbor 3% Sharing Total of Pay
ER
HCE Physician Owner 54 $265,000 31.0% 24,000.00 0.00 35,000.00 59,000.00 13.2%
HCE Salaried Doctor #1 68 $200,000 23.4% 24,000.00 0.00 20,000.00 44,000.00 10.0%
HCE Salaried Doctor #2 30 $150,000 17.5% 0.00 0.00 0.00 0.00 0.0%
EE #1 Office Mgr. 54 $65,000 7.6% 8,000.00 1,950.00 3,250.00 13,200.00 8.0%
EE #2 32 $38,000 4.4% 0.00 1,140.00 532.95 1,672.95 4.4%
EE #3 35 $42,000 4.9% 1,100.00 1,260.00 589.05 2,949.05 4.4%
EE #4 28 $23,000 2.7% 0.00 690.00 322.58 1,012.58 4.4%
EE #5 46 $38,500 4.5% 1,500.00 1,155.00 539.96 3,194.96 4.4%
EE #6 40 $22,000 2.6% 0.00 660.00 308.55 968.55 4.4%
EE #7 22 $12,000 1.4% 0.00 360.00 168.30 528.30 4.4%
TOTALS $855,500 100% 58,600.00 7,215.00 60,711.39 126,526.39
Owner's percent of total 64.2%
Employer cost for staff 32,926.39
Notes:
- Owner's % of total includes his personal deferral amount since sponsoring a plan entitles him to the entire amount regardless of the source of the contribution
- The 3% of pay Safe Harbor contribution performs triple duty by (1) allowing the plan to qualify for 401(k) Safe Harbor status (2) when the plan is top-heavy, satisfying the
plan's minimum contribution requirement (which is also 3% of pay in most cases) and (3) counting toward the employer's new comparability profit sharing contribution.
10. Plan Design
Related Employers – what to do?
• Controlled group or affiliated service group members
• Might not be different companies but rather two or more
locations or natural division of employees
• Savannah and Atlanta / Salaried and Hourly
• If both employers have a plan or desire to have a plan should
they be separate plans or one larger plan?
• Another company can also adopt your plan
• Considerations
• Cost!
• Economies of scale – administration costs likely to be less if one
larger plan; combining investment arrangements for discounts; one
plan document vs two; but
• Possibility of plan audits earlier when one larger plan
• Sharing plan information – not always a good thing
• Compliance testing
11. Plan Restatements
REMINDER! DC PPA Restatements
• Preapproved plans: Restatement period is 5/1/14 to
4/30/16
• Is your plan already restated?
• If not, do you have a document provider who is
scheduled to complete this important task?
14. Electronic Delivery
IRS Related Notices
• 402(f) or rollover notice, Tax withholding notice
• QJSA, QOSA and QPSA Notices
• Notice to Interested Parties
• Safe Harbor 401(k) Notices
• SIMPLE Notice
• Automatic Contribution, EACA, Notice
• Divestiture of Employer Stock Notice
• Participant Loan Related Notices/Disclosures
• QDRO Related Notices
15. Electronic Delivery
DOL established a general standard for
delivering plan information:
• Plan Administrator must use measures
“reasonably calculated to ensure actual
receipt of the material”
• In-hand delivery at an employee’s worksite
• First class mail or other classes of mail if return
and forwarding postage is guaranteed and
address corrections
• Insert in a periodical distributed to employees
• Merely making a disclosure available or posting it
on a bulletin board does not satisfy this general
standard.
16. Electronic Delivery
• Using electronic methods for delivering
communications and disclosures may:
• Simplify the process
• Provide more reliable delivery
• Possibly reduce administration costs
• Electronic methods:
• Electronic mail
• Website (typically at workplace)
• Telephonic system
• Magnetic disk
• CD-ROM
17. Electronic Delivery
IRS and DOL have authority over different
notices
• IRS rules are less restrictive than DOL because they
only require an employee be reasonably able to
access the information system, not that the employee
is required to do so regularly as part of their normal job
duties.
• Therefore, if you meet the DOL Safe Harbor for all
communications they will generally satisfy the IRS
Guidance
18. Electronic Delivery
DOL Safe Harbor
General requirements of electronic delivery of document:
• Designed to reasonably assure actual receipt (may require
periodic reviews and return receipt or undeliverable notifications)
• Designed to protect confidentiality of personal information
• Notice to participants that the document is available, and
apprises participants of the document’s significance
• Informs participants of the right to request a paper copy
• Satisfies any applicable style, format and consent
requirements to the particular disclosure
• Must contain all of the information required to be included
in the particular disclosure
19. Electronic Delivery
DOL Safe Harbor – 2 Groups of EEs
Wired at Work – Can send documents electronically to current
employees participating in a 401(k) or other retirement plan without
obtaining advance consent. To be “Wired at Work”:
• An employee must have the ability to effectively access electronic
documents at any location where the employee is reasonably
expected to perform their duties as an employee, and
• Using the employer’s electronic information system must be an
integral part of the employee’s duties
Because this group uses their employers’ electronic system as a regular part
of their employment, the DOL has not required the notice and system
access safeguards that apply where participants and beneficiaries give
“Affirmative Consent” to receive plan information electronically. In fact, it is
an open question whether an employee who is “Wired at Work” may opt-out
of receiving plan information electronically.
20. Electronic Delivery
DOL Safe Harbor – 2 Groups of EEs
Wired at Work
NOTE: A common question asked about the “Wired at Work”
method is whether an employer may set up computer kiosks for
use during work hours to access plan information when
employees do not have computers on their desks. The DOL has
consistently taken the position that mere “access” to a computer
during working hours is insufficient; rather, access must be an
“integral part” of the employee’s duties. Simply
providing computer kiosks on a shop floor or in a mail room,
even if employees may use the computers during working
hours, does not make employees “Wired at Work.”
21. Electronic Delivery
DOL Safe Harbor – 2 Groups of EEs
Affirmative Consent - Cannot send documents electronically
without affirmative consent. For employees that don’t meet the “wired at
work” conditions as well as former employee participants, alternate payees
or beneficiaries. They must, before consenting, receive a clear statement
describing: (Exhibit B)
• The types of documents to which the consent would apply
• That consent can be withdrawn at any time without charge
• The procedures for withdrawing consent and for updating the
individual’s address for receiving electronically delivered
documents
• The right to request and obtain a paper version of an electronic
document, including whether the paper version will be provided free
of charge, and
• Identify any hardware and software requirements for accessing and
retaining the documents (if a change then additional disclosures required
and participant must reconsent)
22. Electronic Delivery
DOL Additional Methods Approved
Continuous Access Website
• Permits plans to make quarterly benefit statements
available through one or more “secure continuous
access websites”
• Annual notice needed with the following information:
• Explanation of the availability of the information on website
• Instructions on how to access the information, and
• Participant’s right to request free of charge a paper copy
• Can send notice electronically to participants who are
“wired at work” or who have given “affirmative consent”,
otherwise via first class mail or other approved method.
• Even if the notice has to be sent via mail, the quarterly
statement can still be on the website
23. Electronic Delivery
DOL Additional Methods Approved
Assumed Consent
• In a Technical Release (2011-03R) the assumed
consent method can be used for electronic delivery
• Required annual fee and investment information for
participant directed plans, a participant’s consent can be
assumed if:
• Participant provided with an initial notice containing similar
information to what is required under “Affirmative Consent”
• After receiving the notice, the participant voluntarily provides
the plan administrator an e-mail address, and
• Plan Administrator provides the participant an annual notice
similar to the initial notice
• If the quarterly expense information is provided as part of the participant
benefit statement, then the disclosures may be furnished in the same way
that the other information in the benefit statement is furnished.
24. Electronic Delivery
Final thoughts
• An electronic notice or participant election must be able
to be electronically preserved so it can be accurately
reproduced for later reference (or the method of
communication may be denied)
• Considerable effort and expense is required to provide
all required disclosures; a good reason to make the
effort to cash out participants with small balances
(< $5,000) in order to minimize the total number
• See Exhibit C for possible steps in delivering
documents on a workplace website
26. Compliance Testing
Generally there are two primary issues your
contract administrator deals with:
1. Recordkeeping – tracking the amount of money in a participant’s
account and how it is invested and
2. Compliance: What is included?
• Eligibility of employees – Entry dates
• Coverage – does the plan cover enough employees
• Related employers – controlled groups & affiliated service groups
• Nondiscrimination of: contributions & benefits/rights/features
• Highly Compensated Employee determination
• ADP/ACP tests for 401(k) plans
• Top Heavy status – Key Employee determination
• Calculation/allocation of contributions
• Deductibility of contributions
27. Compliance Testing
What is included?
• Compensation limits and testing
• Maximum benefits by participant - including 401k deferral amount
• Credited Service & Vesting
• Plan distributions and tax reporting - including
• Retirement or Separation from service
• Hardships
• Required Minimum Distributions
• Qualified Domestic Relations Orders
• Participant Loans
• Prohibited transactions
• Plan terminations & Mergers/Transfers
• Filing 5500s – electronic filings know that you are late
• Plan documents
28. Compliance Testing
What is your role?
Accurate and timely reporting of data!
• Census data: dates of birth & hire, terminations, rehires
compensation, 401(k) deferrals (Roth & traditional), etc.
• Do payroll uploads and make deposits…. timely!
• Asset information: advance contributions, new accounts, etc.
• image
• Often, there is not enough attention paid to the detail
• Small plan IRS audit example
• Owner didn’t include an employee in census data because “she was
a family friend and we agreed no benefits”; value = $750
• Two years of arguing with IRS; $25,000 of penalty and attorney’s fee
29. Compliance Testing
IRS/DOL top issues (half of list from a 2014 Bloomberg BNA
article)
• Late 401(k) deferral/loan payments
• Missed deferral opportunities (not enrolling on time)
• Definition of compensation- reporting incorrect wages
• Failure to coordinate different payroll systems
• Monitor the 401(a)(17) limit ($265,000 for 2015)
• Improper inclusion or exclusion of items of compensation
• Employee eligibility
• Improper exclusion of part time
• Misclassification of independent contractors
• Controlled group errors
• Rehires
• Not updating the document timely for law changes
30. Compliance Testing
IRS/DOL top issues
• Failure to increase contr. % in auto-enrollment plans
• Hardship distributions – impermissible reasons, lack of
evidence and not applying the 6-month suspension of
deferrals
• ADP/ACP testing – inaccurate data
• Top heavy compliance- Key employees not identified, testing
not completed on larger plans
• Required Minimum Distributions – service terminations after
age 70.5
• Vesting failures – partial plan terminations, inter-company
transfers, 100% at normal retirement age
• Plan loans
• Failure to make timely payments (DOL top issue) not adhering to
loan policy
31. Compliance Testing
When there are problems - what to do?
• There are programs in place to provide a fix
• Employee Plans Compliance Resolution System (aka
EPCRS) (IRS program)
• Self Correction Program (SCP) – no IRS review
• Voluntary Correction Program (VCP) – formal application to
IRS and approval
• Audit Closing Agreement Program (Audit Cap) – deals with
errors after discovery upon audit (most expensive!)
• Voluntary Fiduciary Correction Program (aka VFCP)(DOL
program)
• Relief from excise taxes
• e.g. Delinquent participant contributions or loan payments,
failure to charge fair market rates to loans, defaulted
participant loans, purchase or sale of assets by parties in
interest, improper payment of expenses, improper valuation
of asset
33. Terminated Participants
When a participant terminates should I force
them out?
• What does your document say? Cash out provision?
• NO…
• My plan is well managed, reasonably priced, offers excellent
investment options; I would be providing former employees a
better option than most IRA options
• The plan may accumulate a higher level of assets entitling me to
lower advisor fees
• YES…
• I continue to be liable as a fiduciary for their accounts
• Additional expenses if the company pays for some/all expenses
• Pushing me closer to a required audit if I am not already there
• Constant notices, documents that must be provided
• Keeping track of where they are located
34. Terminated Participants
Forcing Distribution of Small Balances
• Cash out provision – typically less than $5,000
• Higher balances stay- subject to RMDs
• Before cash out must be given at least a 30-day notice
• Unrelated rollover balances may or may not be included as part
of $5,000 limit
• Direct rollover option required for those amounts $1,000-$5,000
• Still problems with “missing” participants and uncashed checks
• Options to consider (no one size fits all)
• Force out those <$5,000; $1,000 to $5,000 to IRAs; <$1,000 paid
in cash
• Force out those <$5,000; all to IRAs
• Force out those <$1,000; all paid in cash
• No force outs at all
35. Terminated Participants
Forcing Distribution of Small Balances
• What if balance exceeds $5,000? Cannot force out
• May still encourage participant to take a distribution
• Send the paperwork
• Incentive - you are permitted to charge former participants
fees that you do not charge current employees
• Remember that unrelated rollovers may not count towards
the $5,000 in your plan
• You should have a plan for dealing with this issue
• Check with our administration partners
• Exhibit E
36. Exhibits
A – TRPC Newsletter re Auto Enrollment Plans
B – DOL Disclosure Guide (not entire guide, selected pages)
C – Participant Consent to Electronic Communications
D – Example: Use of a company website
E – Example: Cash out plan for terminated participants