Total Articles: 32
XpertHR • November 05, 2018
The IRS has released the 2019 cost-of-living adjustments (COLAs) to the dollar limitations on benefits and contributions to qualified retirement and deferred contribution plans.
Jackson Lewis P.C. • March 05, 2018
Collective bargaining agreements, including those that establish ERISA plans, should be interpreted according to ordinary principles of contract law, the U.S. Supreme Court has reaffirmed in a per curiam opinion. CNH Industrial N.V. v. Reese, No. 17-15 (Feb. 20, 2018).
Littler Mendelson, P.C. • November 08, 2016
According to the U.S. Department of Labor (DOL), one-third of American workers do not have the option to participate in a retirement savings plan through their employers.1 To help employees save for retirement, more states are passing or exploring legislation that requires employers to automatically enroll their workers in state-sponsored payroll deduction savings programs. The employee may then opt out, or change the beginning contribution amount, if the employee wishes to do so. Generally, this legislative trend affects only employers that do not offer access to an employer-sponsored retirement plan.
Schulte Roth & Zabel LLP • November 04, 2016
The Internal Revenue Service and the Social Security Administration announced the cost-of-living adjustments affecting limitations for qualified retirement plans and IRAs for 2017. Overall, the limitations remain flat because inflation is low.
Franczek Radelet P.C • July 21, 2016
The Internal Revenue Service recently issued Revenue Procedure 2016-37, which sets forth in detail the significant changes to the IRS’s determination letter program for qualified retirement plans, which we have written about in previous alerts. The changes will be effective January 1, 2017. The most significant change is the IRS’s elimination of the staggered five-year remedial amendment cycle for individually designed plans. As of January 1, 2017, sponsors of individually designed plans will be permitted to submit determination letter applications only for initial plan qualification, qualification upon plan termination, and certain other circumstances that will be determined each year by the IRS.
The US Department of Labor (DOL) has released its Final Fiduciary Rule under the Employee Retirement Income Security Act (ERISA). The Final Rule streamlines many of the more burdensome aspects of the proposed rule and stresses the importance of eliminating any potential conflicts of interests with respect to ERISA fiduciaries.
FordHarrison LLP • April 08, 2016
Executive Summary: On April 6, 2016, the U. S. Department of Labor (DOL) released a long-awaited final rule expanding the definition of "fiduciary" under ERISA as well as the duties of investment advisors who qualify as fiduciaries thereunder. In addition, the DOL issued two related prohibited transaction exemptions that have the effect of minimizing the compliance burden imposed on investment advisors who now, under the final rule, qualify as fiduciaries, by (1) permitting firms to receive certain common types of compensation if they contractually commit to putting their clients' best interests first, and (2) permitting certain principal transactions between those fiduciary-advisors and their customers.
Littler Mendelson, P.C. • April 08, 2016
The Department of Labor (DOL) has issued a final rule to re-define who is rendered a "fiduciary" of an employee benefit plan under the Employee Retirement Income Security Act (ERISA) by providing investment advice to a plan or its participants or beneficiaries. More than five years in the making, issuance of a final rule to address conflicts-of-interest in retirement advice has been a priority for the White House and DOL to advance its “middle-class economics” agenda in the face of criticism in Congress and by a number of stakeholders. According to a DOL fact sheet, “this final rulemaking fulfills the Department’s mission to protect, educate, and empower retirement investors as they face important choices in saving for retirement in their IRAs and employee benefit plans.”
Jackson Lewis P.C. • March 15, 2016
An IRS plan audit uniquely focuses an employer’s mind on the core identity of its qualified retirement plan, which is that of a tax exempt organization, but one whose exemption (or “qualification”) requirements are far pickier than those applicable to one’s favorite charity. Any single material operational violation or non-conforming written plan provision risks disqualification and loss of the related special tax benefits.
Jackson Lewis P.C. • February 08, 2016
Citing the threat of future insolvency, a New Jersey Teamsters Local Pension Fund has applied to the U.S. Treasury Department for permission to reduce by 40 percent the vested member benefits in the Fund.
Jackson Lewis P.C. • December 15, 2015
On December 9, 2015, the IRS issued Notice 2015-87 [link below], which provides guidance on the application of the recent United States Supreme Court (“SCOTUS”) decision in Obergefell v. Hodges [link below] to qualified retirement and health and welfare plans.
Franczek Radelet P.C • December 08, 2015
After a recent flurry of activity in state legislatures regarding state mandated automatic savings programs, the Department of Labor (“DOL”) has issued (1) a proposed regulation, and (2) interpretive guidance that addresses how the Employee Retirement Income Security Act of 1974 (“ERISA”) would apply to various types of state legislation aimed at increasing the availability of workplace retirement programs to private sector employees.
Schulte Roth & Zabel LLP • October 22, 2015
The Internal Revenue Service announced today the cost-of-living adjustments affecting the dollar limitations for qualified retirement plans that will allow employees to increase their retirement savings for 2016. Employees will be able to continue to defer up to $18,000 into their qualified defined contribution plans, and an additional $6,000 for those over the age of 50, for a combined total of $24,000. The Consumer Price Index for All Urban Consumers is the benchmark used, and the index did not have the increases needed to trigger adjustments for 2016. As a result, most of the 2016 dollar limits will remain unchanged as noted in this Alert.
Nexsen Pruet • October 20, 2015
All employers who are using a pre-approved form for their 401(k), profit sharing, or other defined contribution plan must sign updated documents on or before April 30, 2016 to preserve the tax-qualified status of the plan. Most employers who sponsor retirement plans are subject to this requirement. Read the IRS explanation of why a revised plan is necessary, and what steps employers should take.
Franczek Radelet P.C • July 10, 2015
Yesterday, the IRS issued Notice 2015-49, which abruptly announced the IRS’s intention to prohibit lump-sum cashout windows for pension plan retirees already in pay status. In recent years, many pension plan sponsors have offered retirees the opportunity to elect to receive a single lump-sum payment that is the actuarial equivalent of their future pension (annuity) payments. These lump-sum payments were made in lieu of any future pension payments. Plan sponsors have used these types of programs to stabilize the plan sponsor’s ongoing pension funding obligations. Anyone who has followed this issue knows that lump-sum windows have become a popular and effective strategy for pension plan sponsors to reduce their pension funding risk.
Ogletree Deakins • January 27, 2015
On January 26, 2015, the Supreme Court of the United States resolved a long-standing dispute between the Sixth Circuit Court of Appeals and the remainder of the federal judiciary in a case concerning the extent to which retiree health care benefits provided for in a collective bargaining agreement become vested where the agreement is silent on their duration. Justice Thomas, delivering the opinion of a unanimous Court, disagreed with the judgment of the Sixth Circuit, which had ruled in a number of prior instances that silence in a collective bargaining agreement regarding the duration of bargained-for retiree health care benefits should be construed as evidence of the parties’ intention that those benefits vest and continue indefinitely. Despite the Sixth Circuit’s claims to the contrary, the Court concluded that the “Sixth Circuit’s decision rested on principles that are incompatible with ordinary principles of contract law.” M&G Polymers USA, LLC v. Tackett, No. 13-1010, Supreme Court of the United States (January 26, 2015).
FordHarrison LLP • June 17, 2014
Q: When is a retirement account not a retirement account? A: When it's an inherited IRA and the owner is bankrupt.
Nexsen Pruet • April 16, 2014
Do you sponsor a tax-qualified retirement plan that was pre-approved by the IRS? If so, pre-approved documents take one of two forms.
Ogletree Deakins • April 11, 2014
Employers and participants alike have been anxiously waiting for further guidance from the Internal Revenue Service (IRS) on how marriages of same-sex couples will be treated for purposes of qualified retirement plans.
Ogletree Deakins • April 03, 2014
On March 19, 2014, the Eighth Circuit Court of Appeals upheld one of the first excessive fee rulings in favor of retirement plan participants.
Ogletree Deakins • March 14, 2013
Two deadlines relating to the Sixth Circuit Court of Appeals’ decision in United States v. Quality Stores, Inc., No. 10-1563 (6th Cir. Sept. 7, 2012), are quickly approaching—the deadline for the United States to file a petition for certiorari to the Supreme Court and the deadline for employers to file refund claims.
Franczek Radelet P.C • July 25, 2012
As we have discussed in previous alerts (DOL Service Provider Fee Disclosure Regulations To Go Into Effect in Early 2012; Plan Sponsor Obligations Under New Retirement Plan Fee Disclosure Rules), the Department of Labor (DOL) recently issued new fee disclosure rules for ERISA-covered retirement plans. By now, plan sponsors should have received the required disclosures from their covered service providers (for example, investment managers, trustees, and others). The Service Provider Fee Disclosure Rule required that these disclosures be provided by July 1, 2012.
Franczek Radelet P.C • March 20, 2012
As we have discussed in previous alerts, the Department of Labor (DOL) has issued two new rules that will affect how retirement plan fee information is disclosed. These rules will become effective this summer. The following is a general summary of plan sponsorsâ€™ legal obligations under the rules.
Ogletree Deakins • February 22, 2012
On February 2, 2012, in a stated effort to encourage retirement savings and manage longevity risks, the Department of Treasury, the Internal Revenue Service (IRS) and the White House released a package of guidance and commentary.
Schulte Roth & Zabel LLP • February 09, 2012
The Department of Labor (â€œDOLâ€) has issued a final regulation intended to permit investment providers to impart investment advice to retirement plan participants and IRA beneficiaries. Congress has been concerned that individuals do not have enough access to professional investment advice to make informed decisions because, for years, rules have restricted access to investment advice. As a result, workers make investment mistakes that cost billions of dollars in forgone income. The DOLâ€™s final rule seeks to enhance retirement security by improving workersâ€™ access to quality investment advice and to reduce poor investment decisions by the 60 million active participants holding $2.2 trillion in retirement assets.
Schulte Roth & Zabel LLP • December 12, 2011
Before year-end, sponsors of tax qualified pension, profit sharing, 401(k) or 403(b) plans should take time to ensure that each plan is compliant with a variety of statutory and regulatory requirements. To determine what, if any, action is needed to maintain compliance, plan sponsors should review, at a minimum, the following checklist:
Schulte Roth & Zabel LLP • June 28, 2011
Every individually-designed qualified retirement plan has a five-year fixed, regular remedial amendment cycle, which begins in different years for different plans, depending on the last digit of the plan sponsor's employer identification number (EIN). Each plan has a corresponding five-year determination letter cycle (A-E). Plan sponsors have to retroactively amend their plans by the end of the five-year cycle to comply with applicable legislative and regulatory changes. A favorable determination letter is valid only until the end of the plan's five-year determination letter cycle. The chart below shows the remedial amendment cycle schedule for single employer individually designed plans. Plan sponsors should take note that the end of the first five year cycle is six months away (i.e., Jan. 31, 2012) for any plan in Cycle A that has a one or a six as the last digit of their EIN.
Franczek Radelet P.C • August 06, 2010
The Department of Labor has issued interim final rules that require certain types of ERISA retirement plan service providers to disclose specific fee information directly to plans. Covered service providers must comply with the disclosure requirements in these final rules in order for such service providers’ contracts or arrangements with plans (including the fees paid by plans under these arrangements) to be considered "reasonable" as required under ERISA. More specifically, these rules are intended to provide retirement plan fiduciaries with a more complete picture of service provider fee structures so as to enable plan fiduciaries to prudently select and monitor such service providers.
Schulte Roth & Zabel LLP • October 16, 2009
On October 15, 2009, the Internal Revenue Service announced the dollar limits applicable for qualified retirement plans effective January 1, 2010. As you will see, all of the limits remain unchanged from 2009.
Ogletree Deakins • February 10, 2009
Two recent court decisions, one by the U.S. Supreme Court and the other by the Sixth Circuit Court of Appeals, have provided employers, plan sponsors, and plan administrators with valuable guidance regarding two of the pressing issues in benefits: retiree health care and the distribution of death benefits. Both of these cases point to the need for employers and plan sponsors to take care in the design of their plans and the terms of other documents (i.e., collective bargaining agreements) that may have a substantial impact on the administration of benefit plans.
Nexsen Pruet • January 11, 2008
On December 26, 2007, the Equal Employment Opportunity Commission published a final rule that affords significant flexibility for employers who want to continue their long-standing practice of coordinating benefits with Medicare for the retired workforce.
Fisher Phillips • June 27, 2007
Employers and retirees may have finally gotten the green light to design retiree health plans and early retirement incentive programs to take advantage of the retirees' eligibility for Medicare benefits. On June 4, 2007, the U.S. Court of Appeals for the Third Circuit issued a long awaited ruling holding that EEOC's 2003 proposed regulations allowing employers to design their retiree health plans to coordinate with Medicare, were valid.