Summary Plan Descriptions

The SECURE 2.0 Act adopted significant changes to how 401(k) and other qualified retirement savings plans must operate. We'll take a look at several highlights of this Act, and help employers determine which provisions they must implement and which are optional items they may want to consider.

Employers that offer High Deductible Health Plans (HDHPs) that provide telehealth benefits before the participant meets their annual deductible may need to amend their plan prior to their plan's year-end. The reason for this is that...

401(k)’s and other retirement plans are extremely technical, But by working with a highly skilled Third Party Administrator (TPA), employers can be supported in these tasks, assured their plan is running smoothly, and in compliance with ERISA and IRS regulations.

Since 2009, special enrollment rights to immediately enroll in an employer's health plan arise if an individual becomes eligible for a state premium assistance subsidy under Medicaid or the Children's Health Insurance Program Reauthorization Act ("CHIPRA", or often shortened to CHIP).

The IRS has recently sort of, kind of, maybe, in special circumstances enabled employers to make a matching contribution to their 401(k) plan on behalf of eligible plan participants who, instead of contributing to the 401(k), make certain qualifying student loan repayments instead.

In May, 2017, the IRS released the 2018 HSA contributions limits in Rev Proc 2017-37, amongst other HSA-related indexed numbers, stating that the maximum contribution for those in family HDHP coverage would be $6,900.