Our lives are filled with limits; speed limits, credit limits, time limits, and a number of different retirement plan limits.
Every year, right around December 31st (and closer to January 1!), we sit down and start to draft up resolutions for the upcoming new year. Whether it’s aiming for a healthier life style, setting aside for targets at work, or perhaps being more fiscally responsible, it’s important to not only make these goals, but to have a plan in place for accomplishing them as well.
Whether it is when we are growing up, in school, or in our careers, we tend to gravitate towards those who are most like us and form groups.
Corbin Blue may not have been targeting plan participants as his audience when he told us to “push it the limit”, but what would those limits be if he was? Well we know what they are for 2015 thanks to a recent IRS announcement.
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.
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.
Inheriting a retirement account, whether in a qualified plan or an IRA, can lead to complicated decisions regarding the treatment of the account.
When entering into a relationship such as marriage, there are immediate changes in one’s life. One of those is, of course, the requirement to consent.
You may have asked yourself the title question after hearing ‘QNEC’ or ‘QMAC’ in a discussion related to ADP/ACP testing.
Failing to allow eligible employees to defer in an employee benefit plan can be very costly and result in plan disqualification.