Maximizing Retirement Benefits for Key Employees
As a general rule, the Internal Revenue Code requires that a qualified retirement plan cannot discriminate in favor of highly compensated employees (HCEs) ... read more >
As a general rule, the Internal Revenue Code requires that a qualified retirement plan cannot discriminate in favor of highly compensated employees (HCEs) ... read more >
If you are a retirement plan sponsor utilizing Principal as your service provider, you may have seen that Principal was recently named as defendant in ... read more >
The IRS recently released a proposed regulation that could be unusually threatening to small business retirement plans. In summary, the proposal would ... read more >
Employers sponsoring 403(b) retirement plan programs may recall that, during 2007, the Internal Revenue Service (IRS) issued the highly anticipated final ... read more >
If you are a sponsor of a 401(k) plan for your employees, chances are that your plan is subject to one or more “notification requirements” ... read more >
The fiduciary provisions under the Employee Retirement Income Security Act of 1974 (“ERISA”) require retirement plan fiduciaries to “act ... read more >
On December 11, 2013, the Internal Revenue Service (“IRS”) issued containing additional guidance on rollovers within a retirement plan to designated ... read more >
During 2005, the IRS released Revenue Procedure 2005-66 (updated and superseded by Revenue Procedure 2007-44), which formally implemented a system of cyclical ... read more >
In general, 403(b) plans sponsored by nonprofit organizations are subject to what is known as the “universal availability rule,” which requires ... read more >
Prior to 1997, S corporations could not sponsor an Employee Stock Ownership Plan (“ESOP”) because a tax-exempt trust could not be an S corporation shareholder. Subsequent rules and regulations have eliminated this restriction. Jason Lumpkin provides insight.... read more >