This document provides an annual valuation summary for the ACTUARIAL SYSTEMS CORPORATION 401K RETIREMENT PLAN as of December 31, 2017. It includes summaries of the plan provisions, participant census and balances, contributions made, and individual participant account balances and earnings. The plan had 3 active participants as of 2017 with total balances of $469,000 for Jane Carne, $231,189.52 for Dan Fork, and $622,446.52 for Tricia York (formerly active). The company contributed a total of $101,291.26 in matching and discretionary contributions for 2017.
The Key Changes in The Payment of Bonus (Amendment),Act 2015
(a) The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015.
(b) The employee’s eligibility limit enhanced from Salary of Rs.10000/- Per Month to Rs.21000/- Per Month w.e.f. 1st April 2014.
(c) The BONUS calculation ceiling limit enhanced from Rs.3500/- Per Month to Rs.7000/- Per Month or the minimum wages for the scheduled employment, as fixed by the appropriate Government, whichever is higher w.e.f. 1st April 2014.
The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015.
The document discusses leave encashment, which is a cash payment employees receive for unused leave days accumulated during employment. It provides details on:
1) Types of leaves such as casual, medical, and privileged leave and rules around their accumulation and use.
2) Objectives of leave encashment such as encouraging employees to take planned leave and rewarding those who don't use all allotted days.
3) Guidelines for calculating encashable leave, including a maximum of 30 days per year of service and capping payouts for government and non-government employees.
4) Tax treatment of leave encashment, which is taxable during employment but exempt up to Rs. 300,000 for non
This document summarizes information presented by Matt Graves on navigating health reform, including:
1) An agenda covering the history, timeline, changes and delays of the Affordable Care Act, individual mandate, poverty level guidelines, taxes and fees, and impacts on small and large employer groups.
2) Details on the implementation timeline of the ACA from 2010-2015, including coverage requirements, essential health benefits, marketplace openings.
3) Explanations of the individual mandate penalties, poverty level guidelines used to determine subsidy eligibility, and various taxes imposed by the ACA on health plans and insurers.
4) An overview of the employer mandate and penalties for applicable large employers who do not offer
The document discusses pension planning at different stages of life and the benefits of contributing to a pension scheme. It provides details about tax provisions for pension contributions and withdrawals in Kenya. It also outlines changes to contribution rates and earnings limits being implemented for the National Social Security Fund under the new NSSF Act of 2013, including examples of how contributions would be calculated under the current system and new system for an employee earning KShs. 50,000 per month.
The recently enacted federal healthcare legislation will affect virtually everyone and will mean significant changes for patients, insurers, employers, hospitals and physicians. This is one of the largest changes to the tax laws in the past 30 years. Are you interested in finding out how the Reform will affect you or your business? We want to help. We are offering presentations to businesses and groups to provide information on how the Reform may impact you.
For more information visit our website at www.kl-cpa.com.
Small Business Tax Considerations Under the Health Reform and HIRE ActsStambaugh Ness, PC
The document summarizes small business tax considerations related to the Federal Health Care Reform and HIRE Acts. It provides details on the small business health insurance tax credit available from 2010-2013 for employers with fewer than 25 FTEs offering qualifying health insurance. It also outlines the payroll tax exemption and retention credit available to employers under the HIRE Act for hiring and retaining qualified workers.
This document discusses employee benefits offered by hospitals, including benefits that are tax-free or taxed at preferential rates, as well as benefits where tax liability is deferred. It provides an example to calculate the total value of benefits for a hypothetical hospital employee. The total value of benefits for this employee, including payroll tax contributions, retirement plan contributions, paid time off, health care, life insurance and long-term disability, is over $21,000, representing approximately 30% of their total compensation.
The Key Changes in The Payment of Bonus (Amendment),Act 2015
(a) The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015.
(b) The employee’s eligibility limit enhanced from Salary of Rs.10000/- Per Month to Rs.21000/- Per Month w.e.f. 1st April 2014.
(c) The BONUS calculation ceiling limit enhanced from Rs.3500/- Per Month to Rs.7000/- Per Month or the minimum wages for the scheduled employment, as fixed by the appropriate Government, whichever is higher w.e.f. 1st April 2014.
The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015.
The document discusses leave encashment, which is a cash payment employees receive for unused leave days accumulated during employment. It provides details on:
1) Types of leaves such as casual, medical, and privileged leave and rules around their accumulation and use.
2) Objectives of leave encashment such as encouraging employees to take planned leave and rewarding those who don't use all allotted days.
3) Guidelines for calculating encashable leave, including a maximum of 30 days per year of service and capping payouts for government and non-government employees.
4) Tax treatment of leave encashment, which is taxable during employment but exempt up to Rs. 300,000 for non
This document summarizes information presented by Matt Graves on navigating health reform, including:
1) An agenda covering the history, timeline, changes and delays of the Affordable Care Act, individual mandate, poverty level guidelines, taxes and fees, and impacts on small and large employer groups.
2) Details on the implementation timeline of the ACA from 2010-2015, including coverage requirements, essential health benefits, marketplace openings.
3) Explanations of the individual mandate penalties, poverty level guidelines used to determine subsidy eligibility, and various taxes imposed by the ACA on health plans and insurers.
4) An overview of the employer mandate and penalties for applicable large employers who do not offer
The document discusses pension planning at different stages of life and the benefits of contributing to a pension scheme. It provides details about tax provisions for pension contributions and withdrawals in Kenya. It also outlines changes to contribution rates and earnings limits being implemented for the National Social Security Fund under the new NSSF Act of 2013, including examples of how contributions would be calculated under the current system and new system for an employee earning KShs. 50,000 per month.
The recently enacted federal healthcare legislation will affect virtually everyone and will mean significant changes for patients, insurers, employers, hospitals and physicians. This is one of the largest changes to the tax laws in the past 30 years. Are you interested in finding out how the Reform will affect you or your business? We want to help. We are offering presentations to businesses and groups to provide information on how the Reform may impact you.
For more information visit our website at www.kl-cpa.com.
Small Business Tax Considerations Under the Health Reform and HIRE ActsStambaugh Ness, PC
The document summarizes small business tax considerations related to the Federal Health Care Reform and HIRE Acts. It provides details on the small business health insurance tax credit available from 2010-2013 for employers with fewer than 25 FTEs offering qualifying health insurance. It also outlines the payroll tax exemption and retention credit available to employers under the HIRE Act for hiring and retaining qualified workers.
This document discusses employee benefits offered by hospitals, including benefits that are tax-free or taxed at preferential rates, as well as benefits where tax liability is deferred. It provides an example to calculate the total value of benefits for a hypothetical hospital employee. The total value of benefits for this employee, including payroll tax contributions, retirement plan contributions, paid time off, health care, life insurance and long-term disability, is over $21,000, representing approximately 30% of their total compensation.
The document outlines the compensation breakdown for a Celebrity and Graphic Executive, including a base salary of Rs. 149,110 annually (Rs. 12,426 per month), fixed allowances totaling Rs. 10,786 per month, and retirement benefits including provident fund and gratuity. It details the components that make up the total cost to the company of Rs. 149,110 annually and provides information on taxation and how performance appraisals and salary revisions will be conducted.
The document discusses the new reporting requirements under the Affordable Care Act for applicable large employers - those with 50 or more full-time employees. It states that these employers must now track employee health coverage information monthly and report it to the IRS on Forms 1094-C and 1095-C starting in 2015. It provides details on who counts as a full-time employee and outlines the key information needed to complete the new IRS forms, including whether coverage was offered, employees' share of premium costs, and months of enrollment.
Employers should ensure that their health FSA will not allow employees to make pre-tax contributions in excess of $2,650 for 2018, and they should communicate the new limit to their employees as part of the open enrollment process.
This document provides tips for calculating gratuity. It defines gratuity as a retirement benefit given to employees who have worked for at least 5 years. For government employees, gratuity is tax exempt, while for other employees it is taxable. The amount of gratuity exempt from tax depends on whether the employee is covered under the Gratuity Act of 1972. For those covered, the least of the actual gratuity, Rs. 10 lakh, or 15 days salary for each year of service is exempt. For those not covered, the calculation of 15 days salary differs slightly.
1. Defined benefit plans allow employees to earn various types of leaves including casual, sick, and privilege leaves.
2. Employees can encash unused leaves either during employment or at retirement. Leave encashment during employment is fully taxable while encashment at retirement is partially tax exempt under Section 10(10AA).
3. For other employees, leave encashment at retirement is exempt up to the minimum of actual encashment, 10 times average salary of last 10 months, Rs. 300,000, or cash equivalent of 30 days unavailed leave per completed year of service calculated on maximum salary.
This document outlines the key points of India's Payment of Bonus Act. It states that employers must pay annual bonuses to eligible employees based on company profits or productivity. Employers with 10+ power-using employees or 20+ non-power using employees for the past 12 months must pay bonuses. Eligible employees earn less than 21,000 rupees per month and worked at least 30 days that year. The bonus amount is between 8.33-20% of salary and is paid within 8 months of the fiscal year closing. Certain nonprofit organizations are excluded from this law.
This document provides an overview and agenda for a presentation on health care reform and its effects on businesses. The presentation covers previously implemented provisions like lactation breaks and summary of benefits requirements. Current provisions discussed include the 90-day waiting period, small business tax credits, health insurance exchanges, and employer mandate penalties. Provisions anticipated in the near future are also mentioned, such as non-discrimination rules and automatic enrollment. The document concludes with cheat sheets summarizing key requirements by employer size.
Do you need help understanding the differences among retirement plans? INTAC’s 2017 Retirement Plan Comparison Table for Small Businesses charts and compares retirement plans for small business employers for the 2017 plan year.
LABOUR LAW AND HR General conditions of employment LABOUR ACT CHAPTER 28.1cloudious nyikadzino
This document outlines general conditions of employment in Zimbabwe. It discusses remuneration and deductions, types of leave including sick, maternity and vacation leave, overtime work, and written information that must be provided to employees. Remuneration is set by the National Employment Council and deductions must be justified by law. The document also specifies leave allowances and requirements for written employment contracts.
This document provides tips to optimize take home salary by restructuring salary packages to include more tax-exempt perquisites. It recommends asking employers to include leave travel concession, medical reimbursement, company-leased accommodation, reimbursement for car expenses and driver salary, and gift vouchers. These perquisites can significantly reduce taxable income and increase take home pay. Company leased housing may provide lower tax benefits than claiming HRA exemption for self-rented housing, so both options should be compared. Restructuring salary packages to replace some basic salary amount with these perquisites can maximize after-tax income.
The document provides an analysis of a Pennsylvania Unemployment Compensation Contribution Rate Notice. It explains the six factors used to calculate an employer's contribution rate: the reserve ratio factor, benefit ratio factor, state adjustment factor, basic rate, increase for delinquency, and surcharge adjustment. These factors are used to determine an employer's total contribution rate, which is applied to taxable wages to calculate how much an employer owes in unemployment compensation taxes each year. The document also includes an example notice and walks through how the rates were calculated based on the employer's data.
This document discusses various components of employee salary including salary deferral, gratuity, provident fund, and group insurance. Salary deferral allows employees to set aside a portion of their income for retirement. Gratuity is a lump sum amount received by an employee upon retirement or leaving based on years of service. Provident fund requires equal monthly contributions from employees and employers that accumulate over the employee's career. Group insurance provides a lump sum payment to an employee's family if the employee passes away before retirement.
An Introduction to Auto Enrolment by Qtac
Be confident with:
Work Place Pensions
Auto Enrolment
The Pensions Regulator
Pension Providers
Auto Enrolment Functionality in QTAC Payroll
Planning for Success
What is Auto Enrolment?
‘Workplace Pension Reform’ is the term used to describe the changes to pensions in the UK, where employees are automatically enrolled into an ‘Automatic Enrolment’ pension scheme, as long as they ‘qualify’.
A workplace pension, which is arranged by the employer, is a way for employees to save for retirement. Some workplace pensions are also called ‘occupational’, ‘works’, ‘company’ or ‘work-based’ pensions.
If a company already has a pension scheme they will need to check that it ‘qualifies’ if their plan is to use that scheme as their ‘Workplace Pension’.
Companies who do not currently have a pension scheme setup will need to set up an ‘Auto Enrolment’ scheme. The pension scheme must ‘qualify’ - meaning the employee and employer contributions match or exceed the minimum contributions (detailed later in this document) and also that no restrictions are placed on membership.
Every company will be required to offer employees the chance to join a pension scheme, which both the ‘employee’ and ‘employer’ will contribute in to. The employer has to contribute at least the minimum contribution into the scheme in order for the scheme to qualify.
In most cases the government also add money into the pension scheme in the form of tax relief.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Employers are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
One Year in into the Pension Reform
More than 750,000 members
Over 2,350 employers
Opt outs around 8 per cent
Staging Dates
Each company will have their own staging date, your auto enrolment staging date is determined by the size of your PAYE scheme on the 1st April 2012. Staging dates will be staggered, with larger employers starting sooner and small employers starting later.
How do I find it out? Visit The Pensions Regulators website
Use the Staging Date Calculator
www.thepensionsregulator.gov.uk/
A company can choose to move it’s staging date to an earlier date but it cannot be moved to a later one.
A pension scheme can be setup for employees at any time. You do not have to wait until auto enrolment is introduced.
We recommend that you give yourself plenty of time to prepare for auto enrolment.
The document discusses various types of benefits that employers provide to employees, including: insurance benefits like health insurance and life insurance; paid time off like vacation, holidays, sick leave; retirement benefits like 401k plans, pensions, ESOPs; unemployment benefits; and wellness programs. It also discusses laws governing certain benefits like COBRA, HIPAA, and the purpose of benefits in reinforcing employees and providing financial protection.
Mrs. X is a deputy manager receiving a monthly salary and dearness allowance. She also gets a house rent allowance and contributes to a recognized provident fund. Her minor son earned income from a property transferred to him by Mrs. X. Mrs. X sold some bonds, and her employer provided an interest-free loan to her son's wife. She also paid a medical insurance premium for her dependent mother. Her taxable income and tax liability for the assessment year need to be calculated.
Pa UC Contribution rates are difficult to understand, but not impossible to interpret. If you have a copy of your notice from 12/31/14 you can input the data into this format and better understand why your rate is set at the level determined by the Commonwealth.
The document is an offer letter from HDFC Standard Life Insurance offering Mudit Mishra a role as Sales Development Manager in their Pune - Law College office. It details his compensation package including a fixed CTC of Rs. 200,000 per month along with details of variable compensation based on performance. Mudit is required to sign and return the duplicate copy of the offer letter within one week to accept the offer.
The Payroll and HR Technology Toolkit for Managing the ACAAPS
Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2015 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
The ppt has been prepared to deliver lecture in the class.
It is not sufficient without appropriate presentation by a presenter to explain the text on slide.
Some places presenter has presented own idea.
The document provides information about the Virginia Retirement System (VRS) retirement plan for staff employees at Virginia Tech, including details about the VRS plan types, hybrid plan components, contribution rates, eligibility requirements, and options for leaving employment and accessing retirement funds. Staff employees have a mandatory retirement contribution deducted from each paycheck that is distributed between a defined benefit and defined contribution plan under the VRS hybrid plan.
This project concerns employee pensions and is being introdu.pdfadinathfashion1
This project concerns employee pensions and is being introduced to you at this point because it
represents one of our individual projects for this semester. The project puts you in the position of a
benefits manager.
Project Overview:
You are charged with making recommendations as the leader of a pension study task force, for a
possible conversion of a company's benefit plan from a defined benefit plan to a defined
contribution plan. You are asked to make recommendations about how such a proposed defined
contribution plan would look and with communicating these changes to plan participants.
Final Products you need to submit to me to complete the pension project:
Recommendations from you, in the role of a leader of a pension study task force, for converting
the defined benefit plan of Eastern Alliance Company to a defined contribution plan. The revised
plan needs to meet ERISA standards for participant eligibility, enrollment, communication
standards and vesting requirements.
The project also requires that you draft a preliminary letter that will come from the Director of
Human Resources to plan participants communicating to them how Eastern Alliance Company's
pension plan has changed. This preliminary letter will serve as the basis to satisfy ERISA
requirements for communicating changes involving the pension plan to participants.
Memo
To: Benefits Manager
From: Burke Waltz, Director of Human Resources, Eastern Alliance
Re: Exploratory examination of converting Eastern Alliance's pension program from a defined
benefit pension plan to a defined contribution 401(k) plan.
As you know, due to the volatility of our pension expenses our organization, Eastern Alliance, has
decided to examine the feasibility of converting our defined benefit pension plan to a defined
contribution plan. Over the course of the past several years, our executives have come to the
conclusion that our defined benefits plan is unduly expensive for Eastern Alliance to maintain,
administratively burdensome, places a disproportionate amount of risk upon Eastern Alliance, and
is ineffective in attracting younger, more mobile employees to work for our organization because of
our vesting requirements.
The benefits survey which we purchase indicates that most companies which offer a retirement
plan offer a defined contribution plan, such as a 401(k), in which the employer promises certain
contributions to an employee's account but with no guaranteed retirement benefit. As a not-for-
profit firm interested in configuring our pension plan to reflect today's economic environment,
Eastern Alliance is forming a task force to examine the feasibility of converting our company's
pension plan from a defined benefit plan to a defined contribution plan. In your role as the Benefit
Manager for our firm, I am asking you to lead that task force.
To help you lead this task force, please find below details of the current Eastern Alliance ERISA
qualified defined benefit plan:
Characteristics of the.
The document outlines the compensation breakdown for a Celebrity and Graphic Executive, including a base salary of Rs. 149,110 annually (Rs. 12,426 per month), fixed allowances totaling Rs. 10,786 per month, and retirement benefits including provident fund and gratuity. It details the components that make up the total cost to the company of Rs. 149,110 annually and provides information on taxation and how performance appraisals and salary revisions will be conducted.
The document discusses the new reporting requirements under the Affordable Care Act for applicable large employers - those with 50 or more full-time employees. It states that these employers must now track employee health coverage information monthly and report it to the IRS on Forms 1094-C and 1095-C starting in 2015. It provides details on who counts as a full-time employee and outlines the key information needed to complete the new IRS forms, including whether coverage was offered, employees' share of premium costs, and months of enrollment.
Employers should ensure that their health FSA will not allow employees to make pre-tax contributions in excess of $2,650 for 2018, and they should communicate the new limit to their employees as part of the open enrollment process.
This document provides tips for calculating gratuity. It defines gratuity as a retirement benefit given to employees who have worked for at least 5 years. For government employees, gratuity is tax exempt, while for other employees it is taxable. The amount of gratuity exempt from tax depends on whether the employee is covered under the Gratuity Act of 1972. For those covered, the least of the actual gratuity, Rs. 10 lakh, or 15 days salary for each year of service is exempt. For those not covered, the calculation of 15 days salary differs slightly.
1. Defined benefit plans allow employees to earn various types of leaves including casual, sick, and privilege leaves.
2. Employees can encash unused leaves either during employment or at retirement. Leave encashment during employment is fully taxable while encashment at retirement is partially tax exempt under Section 10(10AA).
3. For other employees, leave encashment at retirement is exempt up to the minimum of actual encashment, 10 times average salary of last 10 months, Rs. 300,000, or cash equivalent of 30 days unavailed leave per completed year of service calculated on maximum salary.
This document outlines the key points of India's Payment of Bonus Act. It states that employers must pay annual bonuses to eligible employees based on company profits or productivity. Employers with 10+ power-using employees or 20+ non-power using employees for the past 12 months must pay bonuses. Eligible employees earn less than 21,000 rupees per month and worked at least 30 days that year. The bonus amount is between 8.33-20% of salary and is paid within 8 months of the fiscal year closing. Certain nonprofit organizations are excluded from this law.
This document provides an overview and agenda for a presentation on health care reform and its effects on businesses. The presentation covers previously implemented provisions like lactation breaks and summary of benefits requirements. Current provisions discussed include the 90-day waiting period, small business tax credits, health insurance exchanges, and employer mandate penalties. Provisions anticipated in the near future are also mentioned, such as non-discrimination rules and automatic enrollment. The document concludes with cheat sheets summarizing key requirements by employer size.
Do you need help understanding the differences among retirement plans? INTAC’s 2017 Retirement Plan Comparison Table for Small Businesses charts and compares retirement plans for small business employers for the 2017 plan year.
LABOUR LAW AND HR General conditions of employment LABOUR ACT CHAPTER 28.1cloudious nyikadzino
This document outlines general conditions of employment in Zimbabwe. It discusses remuneration and deductions, types of leave including sick, maternity and vacation leave, overtime work, and written information that must be provided to employees. Remuneration is set by the National Employment Council and deductions must be justified by law. The document also specifies leave allowances and requirements for written employment contracts.
This document provides tips to optimize take home salary by restructuring salary packages to include more tax-exempt perquisites. It recommends asking employers to include leave travel concession, medical reimbursement, company-leased accommodation, reimbursement for car expenses and driver salary, and gift vouchers. These perquisites can significantly reduce taxable income and increase take home pay. Company leased housing may provide lower tax benefits than claiming HRA exemption for self-rented housing, so both options should be compared. Restructuring salary packages to replace some basic salary amount with these perquisites can maximize after-tax income.
The document provides an analysis of a Pennsylvania Unemployment Compensation Contribution Rate Notice. It explains the six factors used to calculate an employer's contribution rate: the reserve ratio factor, benefit ratio factor, state adjustment factor, basic rate, increase for delinquency, and surcharge adjustment. These factors are used to determine an employer's total contribution rate, which is applied to taxable wages to calculate how much an employer owes in unemployment compensation taxes each year. The document also includes an example notice and walks through how the rates were calculated based on the employer's data.
This document discusses various components of employee salary including salary deferral, gratuity, provident fund, and group insurance. Salary deferral allows employees to set aside a portion of their income for retirement. Gratuity is a lump sum amount received by an employee upon retirement or leaving based on years of service. Provident fund requires equal monthly contributions from employees and employers that accumulate over the employee's career. Group insurance provides a lump sum payment to an employee's family if the employee passes away before retirement.
An Introduction to Auto Enrolment by Qtac
Be confident with:
Work Place Pensions
Auto Enrolment
The Pensions Regulator
Pension Providers
Auto Enrolment Functionality in QTAC Payroll
Planning for Success
What is Auto Enrolment?
‘Workplace Pension Reform’ is the term used to describe the changes to pensions in the UK, where employees are automatically enrolled into an ‘Automatic Enrolment’ pension scheme, as long as they ‘qualify’.
A workplace pension, which is arranged by the employer, is a way for employees to save for retirement. Some workplace pensions are also called ‘occupational’, ‘works’, ‘company’ or ‘work-based’ pensions.
If a company already has a pension scheme they will need to check that it ‘qualifies’ if their plan is to use that scheme as their ‘Workplace Pension’.
Companies who do not currently have a pension scheme setup will need to set up an ‘Auto Enrolment’ scheme. The pension scheme must ‘qualify’ - meaning the employee and employer contributions match or exceed the minimum contributions (detailed later in this document) and also that no restrictions are placed on membership.
Every company will be required to offer employees the chance to join a pension scheme, which both the ‘employee’ and ‘employer’ will contribute in to. The employer has to contribute at least the minimum contribution into the scheme in order for the scheme to qualify.
In most cases the government also add money into the pension scheme in the form of tax relief.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Employers are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
One Year in into the Pension Reform
More than 750,000 members
Over 2,350 employers
Opt outs around 8 per cent
Staging Dates
Each company will have their own staging date, your auto enrolment staging date is determined by the size of your PAYE scheme on the 1st April 2012. Staging dates will be staggered, with larger employers starting sooner and small employers starting later.
How do I find it out? Visit The Pensions Regulators website
Use the Staging Date Calculator
www.thepensionsregulator.gov.uk/
A company can choose to move it’s staging date to an earlier date but it cannot be moved to a later one.
A pension scheme can be setup for employees at any time. You do not have to wait until auto enrolment is introduced.
We recommend that you give yourself plenty of time to prepare for auto enrolment.
The document discusses various types of benefits that employers provide to employees, including: insurance benefits like health insurance and life insurance; paid time off like vacation, holidays, sick leave; retirement benefits like 401k plans, pensions, ESOPs; unemployment benefits; and wellness programs. It also discusses laws governing certain benefits like COBRA, HIPAA, and the purpose of benefits in reinforcing employees and providing financial protection.
Mrs. X is a deputy manager receiving a monthly salary and dearness allowance. She also gets a house rent allowance and contributes to a recognized provident fund. Her minor son earned income from a property transferred to him by Mrs. X. Mrs. X sold some bonds, and her employer provided an interest-free loan to her son's wife. She also paid a medical insurance premium for her dependent mother. Her taxable income and tax liability for the assessment year need to be calculated.
Pa UC Contribution rates are difficult to understand, but not impossible to interpret. If you have a copy of your notice from 12/31/14 you can input the data into this format and better understand why your rate is set at the level determined by the Commonwealth.
The document is an offer letter from HDFC Standard Life Insurance offering Mudit Mishra a role as Sales Development Manager in their Pune - Law College office. It details his compensation package including a fixed CTC of Rs. 200,000 per month along with details of variable compensation based on performance. Mudit is required to sign and return the duplicate copy of the offer letter within one week to accept the offer.
The Payroll and HR Technology Toolkit for Managing the ACAAPS
Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2015 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
The ppt has been prepared to deliver lecture in the class.
It is not sufficient without appropriate presentation by a presenter to explain the text on slide.
Some places presenter has presented own idea.
The document provides information about the Virginia Retirement System (VRS) retirement plan for staff employees at Virginia Tech, including details about the VRS plan types, hybrid plan components, contribution rates, eligibility requirements, and options for leaving employment and accessing retirement funds. Staff employees have a mandatory retirement contribution deducted from each paycheck that is distributed between a defined benefit and defined contribution plan under the VRS hybrid plan.
This project concerns employee pensions and is being introdu.pdfadinathfashion1
This project concerns employee pensions and is being introduced to you at this point because it
represents one of our individual projects for this semester. The project puts you in the position of a
benefits manager.
Project Overview:
You are charged with making recommendations as the leader of a pension study task force, for a
possible conversion of a company's benefit plan from a defined benefit plan to a defined
contribution plan. You are asked to make recommendations about how such a proposed defined
contribution plan would look and with communicating these changes to plan participants.
Final Products you need to submit to me to complete the pension project:
Recommendations from you, in the role of a leader of a pension study task force, for converting
the defined benefit plan of Eastern Alliance Company to a defined contribution plan. The revised
plan needs to meet ERISA standards for participant eligibility, enrollment, communication
standards and vesting requirements.
The project also requires that you draft a preliminary letter that will come from the Director of
Human Resources to plan participants communicating to them how Eastern Alliance Company's
pension plan has changed. This preliminary letter will serve as the basis to satisfy ERISA
requirements for communicating changes involving the pension plan to participants.
Memo
To: Benefits Manager
From: Burke Waltz, Director of Human Resources, Eastern Alliance
Re: Exploratory examination of converting Eastern Alliance's pension program from a defined
benefit pension plan to a defined contribution 401(k) plan.
As you know, due to the volatility of our pension expenses our organization, Eastern Alliance, has
decided to examine the feasibility of converting our defined benefit pension plan to a defined
contribution plan. Over the course of the past several years, our executives have come to the
conclusion that our defined benefits plan is unduly expensive for Eastern Alliance to maintain,
administratively burdensome, places a disproportionate amount of risk upon Eastern Alliance, and
is ineffective in attracting younger, more mobile employees to work for our organization because of
our vesting requirements.
The benefits survey which we purchase indicates that most companies which offer a retirement
plan offer a defined contribution plan, such as a 401(k), in which the employer promises certain
contributions to an employee's account but with no guaranteed retirement benefit. As a not-for-
profit firm interested in configuring our pension plan to reflect today's economic environment,
Eastern Alliance is forming a task force to examine the feasibility of converting our company's
pension plan from a defined benefit plan to a defined contribution plan. In your role as the Benefit
Manager for our firm, I am asking you to lead that task force.
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Sample Report: 401k Retirement Plan
1. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Illustration
For the Period Ending
December 31, 2017
Prepared by
ASC
On April 19, 2017
2. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Summary of Major Plan Provisions
Plan Effective Date January 1, 2014
Plan Year From January 1, 2017 to December 31, 2017
Primary Eligibility Applicable to the following source(s):
Employee Deferral, Employer Discretionary, EMPLOYER MATCH
All employees are eligible to enter on the entry date coincident with or next following completion of the following requirements:
1 year of service
Minimum age 21
Minimum hours 1000
Entry date(s): January 1, 2017 and July 1, 2017
Normal Retirement Age All participants are eligible to retire with their full retirement benefit on the attainment of age 65.
Normal Retirement Benefit Upon normal retirement each participant will be entitled to the full value of his account.
Death Benefit The value of the participant's account.
Termination Benefit A participant's account balance maintained from employee-derived contributions is 100% vested and nonforfeitable at
all times.
Upon termination for any reason other than death, disability or retirement a participant shall be entitled to a portion of
his account balance maintained from Employer Discretionary and EMPLOYER MATCH contributions in accordance
with the following vesting schedule:
Counted years Vested percent
1 0.0
2 20.0
3 40.0
4 60.0
5 80.0
6 100.0
All years of service will be counted except for the following:
Years with less than 1,000 hours
Top Heavy Minimum Benefit Each non-key participant will be entitled to a minimum allocation equal to the lesser of the percent that key employees
receive or 3 percent of compensation
Top Heavy Status A plan is top heavy if over 60% of the value of all accrued benefits in all of the employer's plans are for the benefit of
key employees. A key employee is generally an officer or owner of the company. This plan is currently not top heavy.
Company Contribution This year the company will contribute an amount equal to $100,000.
Other Company Contributions EMPLOYER MATCH Contributions:
This year the company will contribute an amount equal to 100% of employee contributions up to 3%, plus 50% of
employee contributions between 3% and 5%.
Employee Deferral:
Each year each participant will have the right to elect to defer a portion of his compensation which will then be
contributed on his behalf to the plan.
Company Contribution Allocation This year the contribution will be allocated evenly in proportion to compensation.
Forfeitures Each year any Employer Discretionary forfeitures are allocated evenly in proportion to compensation.
Each year any EMPLOYER MATCH forfeitures reduce the contribution.
3. Employee Census
ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
As of 12/31/2017
H
o
Social u
Security Ages - - - - - - - - - - - - - D a t e s - - - - - - - - - - - - - r
Participant Name Number AA RA Born Employed Part ** Term Compensation s Status
Carne, Jane xxx-xx-2222 68 65 05/20/1950 05/20/2000 01/01/2014 450,000.00 * Active
York, Tricia xxx-xx-3333 34 65 03/04/1984 01/01/2001 01/01/2014 06/07/2017 55,000.00 Term 500-1000 Hrs
Fork, Dan xxx-xx-4444 73 69 06/07/1945 01/01/2004 01/01/2014 94,000.00 * Active
Hope, Lacey xxx-xx-5555 27 65 09/11/1990 01/01/2016 01/01/2017 25,000.00 * New Entrant
Total Employees: 4 Total Compensation: 624,000.00
Active Employees: 3 Active Total Compensation: 569,000.00
Inactive Employees: 1 Inactive Total Compensation: 55,000.00
Ineligible Employees: 0 Ineligible Total Compensation: 0.00
* Employee worked more than minimum hours required for contribution.
** Participation date and status based on primary eligibility
4. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
on December 31, 2017
Percent
Annual Deferral Employee Employer Discr Other Death Fund Total Plan of
Name Salary Percent Deferral Match Contrib Contrib Benefit Accumulation Contribution Total
Carne, Jane 270,000.00 8.89% 24,000.00 10,800.00 19,200.00 0.00 0.00 469,000.00 54,000.00 53.31%
Highly Comp Totals 270,000.00 8.89% 24,000.00 10,800.00 19,200.00 0.00 0.00 54,000.00 53.31%
HCE ADP
York, Tricia 55,000.00 20.00% 11,000.00 2,200.00 0.00 0.00 0.00 622,446.52 13,200.00 13.03%
Fork, Dan 94,000.00 0.00% 0.00 0.00 24,164.52 0.00 0.00 231,189.52 24,164.52 23.86%
Hope, Lacey 25,000.00 10.00% 2,500.00 1,000.00 6,426.74 0.00 0.00 2,371,909.97 9,926.74 9.80%
All Other Totals 174,000.00 10.00% 13,500.00 3,200.00 30,591.26 0.00 0.00 47,291.26 46.69%
NHCE ADP
Grand Total 444,000.00 37,500.00 14,000.00 49,791.26 0.00 0.00 101,291.26 100.00%
Plan Specifications
Eligibility Requirements - 1 year of service on December 31, 2017 and attained age of 21 years
Employee Deferral - Highly compensated defer 8.89% and all others defer 10%
Employer Match - 100.00% up to 3.00% of employee compensation, plus 50.00% between 3.00% and 5.00%
5. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Annual Valuation
For the Period Ending
December 31, 2017
Prepared By
ASC
On April 19, 2017
6. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Summary of Major Plan Provisions
Plan Effective Date January 1, 2014
Plan Year From January 1, 2017 to December 31, 2017
Primary Eligibility Applicable to the following source(s):
Employee Deferral, Employer Discretionary, EMPLOYER MATCH
All employees are eligible to enter on the entry date coincident with or next following completion of the following requirements:
1 year of service
Minimum age 21
Minimum hours 1000
Entry date(s): January 1, 2017 and July 1, 2017
Normal Retirement Age All participants are eligible to retire with their full retirement benefit on the attainment of age 65.
Normal Retirement Benefit Upon normal retirement each participant will be entitled to the full value of his account.
Death Benefit The value of the participant's account.
Termination Benefit A participant's account balance maintained from employee-derived contributions is 100% vested and nonforfeitable at
all times.
Upon termination for any reason other than death, disability or retirement a participant shall be entitled to a portion of
his account balance maintained from Employer Discretionary and EMPLOYER MATCH contributions in accordance
with the following vesting schedule:
Counted years Vested percent
1 0.0
2 20.0
3 40.0
4 60.0
5 80.0
6 100.0
All years of service will be counted except for the following:
Years with less than 1,000 hours
Top Heavy Minimum Benefit Each non-key participant will be entitled to a minimum allocation equal to the lesser of the percent that key employees
receive or 3 percent of compensation
Top Heavy Status A plan is top heavy if over 60% of the value of all accrued benefits in all of the employer's plans are for the benefit of
key employees. A key employee is generally an officer or owner of the company. This plan is currently not top heavy.
Company Contribution This year the company will contribute an amount equal to $100,000.
Other Company Contributions EMPLOYER MATCH Contributions:
This year the company will contribute an amount equal to 100% of employee contributions up to 3%, plus 50% of
employee contributions between 3% and 5%.
Employee Deferral:
Each year each participant will have the right to elect to defer a portion of his compensation which will then be
contributed on his behalf to the plan.
Company Contribution Allocation This year the contribution will be allocated evenly in proportion to compensation.
Forfeitures Each year any Employer Discretionary forfeitures are allocated evenly in proportion to compensation.
Each year any EMPLOYER MATCH forfeitures reduce the contribution.
7. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Active Participant Census Data
For Plan Year Ending December 31, 2017
Date of Date of Date of
Participant Name Sex Birth Hire Entry Compensation
Carne, Jane M 05/20/1950 05/20/2000 01/01/2014 450,000.00
Fork, Dan M 06/07/1945 01/01/2004 01/01/2014 94,000.00 +
Hope, Lacey M 09/11/1990 01/01/2016 01/01/2017 25,000.00
Total ( 3 Participants) : 569,000.00
+ Participant is over age 70 1/2 during this plan year.
8. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Ineligible Employee and Inactive Participant Census Data
For Plan Year Ending December 31, 2017
Date of Date of
Participant Name Sex Birth Hire Compensation Status
York, Tricia M 03/04/1984 01/01/2001 55,000.00 Term 500-1000 Hrs
Total ( 1 Employee) : 55,000.00
9. Employee Census
ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
As of 12/31/2017
H
o
Social u
Security Ages - - - - - - - - - - - - - D a t e s - - - - - - - - - - - - - r
Participant Name Number AA RA Born Employed Part ** Term Compensation s Status
Carne, Jane xxx-xx-2222 68 65 05/20/1950 05/20/2000 01/01/2014 450,000.00 * Active
York, Tricia xxx-xx-3333 34 65 03/04/1984 01/01/2001 01/01/2014 06/07/2017 55,000.00 Term 500-1000 Hrs
Fork, Dan xxx-xx-4444 73 69 06/07/1945 01/01/2004 01/01/2014 94,000.00 * Active
Hope, Lacey xxx-xx-5555 27 65 09/11/1990 01/01/2016 01/01/2017 25,000.00 * New Entrant
Total Employees: 4 Total Compensation: 624,000.00
Active Employees: 3 Active Total Compensation: 569,000.00
Inactive Employees: 1 Inactive Total Compensation: 55,000.00
Ineligible Employees: 0 Ineligible Total Compensation: 0.00
* Employee worked more than minimum hours required for contribution.
** Participation date and status based on primary eligibility
10. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Deposit Summary
Calculated as of December 31, 2017
Actual Other Contributions
415 Max Employee Deferral Non- Forfeit Total
Participant Name Salary Amount Pct Matching Elective EMPLOYER Alloc Deposit
Carne, Jane 270,000.00 24,000.00 8.89 10,800.00 0.00 19,200.00 0.00 54,000.00
York, Tricia 55,000.00 11,000.00 20.00 2,200.00 0.00 0.00 0.00 13,200.00
Fork, Dan 94,000.00 0.00 0.00 0.00 0.00 24,164.52 0.00 24,164.52
Hope, Lacey 25,000.00 2,500.00 10.00 1,000.00 0.00 6,426.74 0.00 9,926.74
Total 444,000.00 37,500.00 14,000.00 0.00 49,791.26 0.00 101,291.26
11. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Employee Status Support Page
For Plan Year Ending December 31, 2017
Elig Ownership Family Code Spouse Lineal Key Prior Yr Include
SSN Loc Participant Name Code Ofcr Curr Prior Curr Prior Code Code EE HCE Compensation Top Paid
xxx-xx-2222 0 Carne, Jane A Y 100.00% 100.00% 0 0 0 0 Y Y 425,000.00 Y
xxx-xx-4444 0 Fork, Dan A N 0.00% 0.00% 0 0 0 0 N N 105,000.00 Y
xxx-xx-3333 0 York, Tricia H N 0.00% 0.00% 0 0 0 0 N N 20,000.00 Y
xxx-xx-5555 0 Hope, Lacey B N 0.00% N/A 0 0 0 0 N N 0.00 Y
Total: 550,000.00
Total Number HCEs: 1
Total Number Keys: 1
Top Paid Group Count: 4
Threshold Comp: 120,000.00
Top Paid Group Count for Keys: 4
Maximum Officers Count: 3
D15:0015 04/19/2017 (10:20)
13. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Hope, Lacey; SSN: xxx-xx-5555 (Continued)
Employee Count: 3
14. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals by Contribution Type
Employee Deferral
Money Market 250,000.00 26,500.00 0.00 7,500.00 0.00 -10,000.00 274,000.00 274,000.00
LOAN 0.00 0.00 0.00 10,000.00 10,000.00 10,000.00
Sub-Total 250,000.00 26,500.00 0.00 7,500.00 0.00 0.00 284,000.00 284,000.00
Employer Discretionary
Money Market 325,000.00 49,791.26 0.00 12,025.00 0.00 0.00 386,816.26 381,674.87
Sub-Total 325,000.00 49,791.26 0.00 12,025.00 0.00 0.00 386,816.26 381,674.87
EMPLOYER MATCH
Money Market 25,000.00 11,800.00 0.00 2,500.00 0.00 0.00 39,300.00 38,500.00
Sub-Total 25,000.00 11,800.00 0.00 2,500.00 0.00 0.00 39,300.00 38,500.00
Total of All Accounts 600,000.00 88,091.26 0.00 22,025.00 0.00 0.00 710,116.26 704,174.87
15. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals By Fund
Money Market 600,000.00 88,091.26 0.00 22,025.00 0.00 -10,000.00 700,116.26 694,174.87
LOAN 0.00 0.00 0.00 10,000.00 10,000.00 10,000.00
Total of All Funds 600,000.00 88,091.26 0.00 22,025.00 0.00 0.00 710,116.26 704,174.87
16. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals By Fund (Share Funds)
17. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - Terminated Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
York, Tricia; SSN: xxx-xx-3333
Employee Deferral (100% Vested)
Money Market (0.00%) 15,000.00 11,000.00 0.00 500.00 0.00 0.00 26,500.00 26,500.00
Employer Discretionary (100% Vested)
Money Market (0.00%) 20,000.00 0.00 0.00 825.00 0.00 0.00 20,825.00 20,825.00
EMPLOYER MATCH (100% Vested)
Money Market (100.00%) 7,500.00 2,200.00 0.00 250.00 0.00 0.00 9,950.00 9,950.00
Total 42,500.00 13,200.00 0.00 1,575.00 0.00 0.00 57,275.00 57,275.00
Employee Count: 1
18. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - Terminated Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals by Contribution Type
Employee Deferral
Money Market 15,000.00 11,000.00 0.00 500.00 0.00 0.00 26,500.00 26,500.00
Sub-Total 15,000.00 11,000.00 0.00 500.00 0.00 0.00 26,500.00 26,500.00
Employer Discretionary
Money Market 20,000.00 0.00 0.00 825.00 0.00 0.00 20,825.00 20,825.00
Sub-Total 20,000.00 0.00 0.00 825.00 0.00 0.00 20,825.00 20,825.00
EMPLOYER MATCH
Money Market 7,500.00 2,200.00 0.00 250.00 0.00 0.00 9,950.00 9,950.00
Sub-Total 7,500.00 2,200.00 0.00 250.00 0.00 0.00 9,950.00 9,950.00
Total of All Accounts 42,500.00 13,200.00 0.00 1,575.00 0.00 0.00 57,275.00 57,275.00
19. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - Terminated Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals By Fund
Money Market 42,500.00 13,200.00 0.00 1,575.00 0.00 0.00 57,275.00 57,275.00
Total of All Funds 42,500.00 13,200.00 0.00 1,575.00 0.00 0.00 57,275.00 57,275.00
20. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - All Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals by Contribution Type
Employee Deferral
Money Market 265,000.00 37,500.00 0.00 8,000.00 0.00 -10,000.00 300,500.00 300,500.00
LOAN 0.00 0.00 0.00 10,000.00 10,000.00 10,000.00
Sub-Total 265,000.00 37,500.00 0.00 8,000.00 0.00 0.00 310,500.00 310,500.00
Employer Discretionary
Money Market 345,000.00 49,791.26 0.00 12,850.00 0.00 0.00 407,641.26 402,499.87
Sub-Total 345,000.00 49,791.26 0.00 12,850.00 0.00 0.00 407,641.26 402,499.87
EMPLOYER MATCH
Money Market 32,500.00 14,000.00 0.00 2,750.00 0.00 0.00 49,250.00 48,450.00
Sub-Total 32,500.00 14,000.00 0.00 2,750.00 0.00 0.00 49,250.00 48,450.00
Total of All Accounts 642,500.00 101,291.26 0.00 23,600.00 0.00 0.00 767,391.26 761,449.87
21. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - All Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals By Fund
Money Market 642,500.00 101,291.26 0.00 23,600.00 0.00 -10,000.00 757,391.26 751,449.87
LOAN 0.00 0.00 0.00 10,000.00 10,000.00 10,000.00
Total of All Funds 642,500.00 101,291.26 0.00 23,600.00 0.00 0.00 767,391.26 761,449.87
22. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Company Report - All Participants
Plan Period 01/01/2017 Through 12/31/2017
Transfers
Beginning Expenses/ Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Totals By Fund (Share Funds)
23. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
STATEMENT OF BENEFITS
Plan Period 01/01/2017 Through 12/31/2017
Jane Carne
SSN: xxx-xx-2222
Date of Birth: 05/20/1950
Date of Hire: 05/20/2000
Date of Participation: 01/01/2014
Transfers
Beginning Expenses / Between Ending Vested
Balance Contributions Forfeitures Earnings Distributions Investments Balance Balance
Employee Deferral(100% Vested)
Money Market 250,000.00 24,000.00 0.00 7,500.00 0.00 -10,000.00 271,500.00 271,500.00
LOAN 0.00 0.00 0.00 10,000.00 10,000.00 10,000.00
Sub Total 250,000.00 24,000.00 0.00 7,500.00 0.00 0.00 281,500.00 281,500.00
Employer Discretionary(100% Vested)
Money Market 125,000.00 19,200.00 0.00 5,000.00 0.00 0.00 149,200.00 149,200.00
EMPLOYER MATCH(100% Vested)
Money Market 25,000.00 10,800.00 0.00 2,500.00 0.00 0.00 38,300.00 38,300.00
Total 400,000.00 54,000.00 0.00 15,000.00 0.00 0.00 469,000.00 469,000.00
Summary of Portfolio
Investment Description Ending Balance
Money Market 459,000.00
LOAN 10,000.00
Total 469,000.00
Values shown are based upon information provided by your employer and/or its advisors. Although we did not audit the information, we believe it is correct and have
relied upon it in the preparation of the plan valuation and this report. For further information regarding your benefits, please contact your employer. To help achieve
long-term retirement security, you should give careful consideration to the benefits of a well-balanced and diversified investment portfolio. Spreading your assets among
different types of investments can help you achieve a favorable rate of return, while minimizing your overall risk of losing money. This is because market or other
economic conditions that cause one category of assets, or one particular security, to perform very well often cause another asset category, or another particular security, to
perform poorly. If you invest more than 20% of your retirement savings in any one company or industry, your savings may not be properly diversified. Although
diversification is not a guarantee against loss, it is an effective strategy to help you manage investment risk. In deciding how to invest your retirement savings, you should
take into account all of your assets, including any retirement savings outside of the Plan. No single approach is right for everyone because, among other factors,
individuals have different financial goals, different time horizons for meeting their goals, and different tolerances for risk. It is also important to periodically review your
investment portfolio, your investment objectives, and the investment options under the Plan to help ensure that your retirement savings will meet your retirement goals.
For individual investing and diversification information, refer to the Dept of Labor website of www.dol.gov/ebsa/investing.html.
24. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
402(g) Deferral Limits Test
Testing Date: December 31, 2017
402(g) Earnings Earnings
Aggregate Catchup Excess On Excess Attrib On Attrib
SSN Participant Source Deferrals Contrib Deferrals Deferrals Match Match
xxx-xx-2222 Carne, Jane 24,000.00 6,000.00 0.00
D15:0015 DEFERRAL 24,000.00 6,000.00 0.00 0.00 0.00 0.00
25. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
402(g) Deferral Limits Test
Testing Date: December 31, 2017
402(g) Earnings Earnings
Aggregate Catchup Excess On Excess Attrib On Attrib
SSN Participant Source Deferrals Contrib Deferrals Deferrals Match Match
Totals: D15:0015 DEFERRAL 24,000.00 6,000.00 0.00 0.00 0.00 0.00
Grand Total: 24,000.00 6,000.00 0.00 0.00 0.00 0.00
Counts: 1 1 0 0
26. Disbursement Summary Report
April 19, 2017
Carne, Jane
158-77-2222
Plan Name: ACTUARIAL SYSTEMS CORPORATION
Plan ID: D15:0015
Birth Date: 05/20/1950
Transaction Date: 01/01/2017
Purchase Date: 01/01/2017
Batch Number: 1
Loan Amount Fee
Source: Employee Deferral
Money Market 10,000.00 0.00
Total 10,000.00 0.00
All Sources
Money Market 10,000.00 0.00
Total 10,000.00 0.00
Net loan to Carne, Jane 10,000.00
Page 1
29. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Amortization Schedule
For Carne, Jane
Loan Description: LOAN
Assumptions:
Amount of Loan: 10,000.00 Date of Loan: 01/01/2017
Interest Rate: 5.000% Number of Payments: 72
Interest Compounded: Semi-Monthly Amortization Method: Annual Rate
Additional Interest: 0.00 Loan Type: Installment
30. ACTUARIAL SYSTEMS CORPORATION
401K RETIREMENT PLAN
Loan Summary
As of April 19, 2017
Pmts Last Final
Loan Loan Loan Interest Per Payment Y-T-D Y-T-D Current Payment Payment
SSN Name Number Date Amount Rate Year Amount Interest Principal Balance Date Date Status
xxx-xx-2222 Carne, Jane 1 01/01/2017 10,000.00 5.00% 24 149.46 155.42 1,040.26 8,959.74 04/16/2017 12/16/2019 Current
Total 8,959.74