Art of the Qualified Plan Audit

In a time when nonprofit organizations are facing higher demand for their services with fewer financial resources available to them, maintaining compliance with the ever-changing landscape of regulatory requirements is becoming increasingly difficult.

Plan sponsors who are signatories to collective bargaining agreements agree to make contributions to their employees’ unions’ benefit funds, which generally include a welfare plan, a defined benefit pension plan, and a defined contribution annuity fund, among others.

Much like people who make a wish to be fit with the turkey wishbone after a Thanksgiving feast, many plan sponsors think that their INTENT to be a safe harbor plan is a sufficient defense when they have not met the requirements to be a safe harbor plan.

CPA firms that perform employee benefit audits can voluntarily join the American Institute of Certified Public Accountants’ EBPAQC (the Center).

The 2014 plan limits were just released. Included in this blog is a chart that outlines the recently announced cost-of-living adjustments affecting retirement plans.

Many of our retirement plan clients who receive a letter from the IRS indicating their plan is the lucky winner of the “You’ve Been Selected” contest […]

403(b) plans are known for the universal availability requirement. Everyone is encouraged to make salary deferral contributions, except for a few types of employees who can be excluded, as follows:

With the fiscal cliff negotiations behind us and impending federal tax reform legislation, Congress will now turn its attention to the debt ceiling and federal spending.

Contrary to the retirement plan industry’s fears, the American Taxpayer Relief Act of 2012 (Act) did not reduce the contribution or compensation limits for retirement plans.

The 2013 plan limits were just released. Below is a chart that outlines the recently announced cost-of-living adjustments affecting retirement plans: