Showing posts with label Industry Updates. Show all posts
Showing posts with label Industry Updates. Show all posts

Friday, December 15, 2023

Keep pace with changes from the SECURE 2.0 Act of 2022 (SECURE 2.0)

As legislation around SECURE 2.0 evolves, we want to keep you informed. Use this information to help you prepare and stay ahead of required minimum distribution (RMD) changes starting in 2024.

Spouse beneficiaries will have more RMD options. For RMD purposes, a plan participant’s surviving spouse may elect to be treated as a participant and receive smaller annual payments if:
1. the spouse is the plan participant’s sole beneficiary and
2. the spouse makes an irrevocable election to be treated as a participant.  
 
The surviving spouse’s distribution period is determined using the Uniform Lifetime Table instead of the Single Life Expectancy Table, both found in IRS Publication 590-B. Contact your client services team for necessary updates that can help you prepare to accommodate this election.

More RMD changes to come next year. Next year, SECURE 2.0 will exempt designated Roth account assets in 401(k), 403(b), and governmental 457(b) plans from pre-death RMD rules. As a result, plan sponsors won’t have to include designated Roth account assets in their RMD calculations. This provision applies to pre-death RMDs due for 2024 and later tax years. It’s not clear whether participants can distribute designated Roth account assets to satisfy their RMD, but it appears that designated Roth assets may not be used to satisfy an RMD during a participant's lifetime. Additional IRS guidance is needed to clarify this provision. Contact your client service team to discuss necessary updates so that 2024 RMDs are calculated correctly.

Monday, September 25, 2023

Keep pace with changes from the SECURE 2.0 Act of 2022 (SECURE 2.0)

As legislation around SECURE 2.0 evolves, we want to keep you informed. Use these resources to help you prepare and stay ahead of some of the changes.

Interim guidance on plan corrections. SECURE 2.0 Section 305 allows an employer to self-correct eligible inadvertent failures if completed within a reasonable time. While the Internal Revenue Service (IRS) must release more detailed guidance on this provision by December 2024, you can read about the guidance they provided in the interim.

Reduced timeframe for part-time workers to access 401(k) plans. Effective in 2025, long-term, part-time employees will be able to make 401(k) contributions after two years (instead of the current three years). Find out how this could be a win for some employees.

Higher earners must make catch-ups as Roth deferrals. SECURE 2.0 Section 603 will require high earners to make current-year catch-up contributions as Roth deferrals. We’ve outlined some of the bigger concerns—and possible solutions.

Friday, December 16, 2022

Register for the January 2023 Certified Plan Sponsor Professional (CPSP™) Credential Virtual Classroom

Expand your retirement plan knowledge and confidence as a plan sponsor by earning your CPSP credential. If you have not yet registered for a previous class, now’s your chance. This nine-week, instructor-led program begins January 25, 2023, and features weekly live webinars and exclusive portal access to plan administration resources. The course is approved for 16 hours of continuing education (CE) credits through HRCI® and SHRM®. One newly credentialed plan sponsor commented, "It was a great course! I feel much better prepared to assist in the administration of our company's 401k plan." Register by January 18 or learn more here.

Tuesday, September 27, 2022

Coming Soon: An Enhanced Digital Enrollment Experience

If you’re still receiving paper retirement plan enrollment guides, this fall you will begin receiving them electronically, reducing the time, cost, and administrative burden previously associated with distributing paper guides to your employees. This newly enhanced approach also enables us to deliver digital enrollment guides more frequently—helping increase awareness of plan offerings, drive plan participation, and ultimately help prepare participants for retirement.

You can further optimize the enrollment experience by enrolling in electronic delivery (eDelivery) from your plan website if you have not already done so. When you do, enrollment guides will be emailed directly to employee work email addresses and you’ll receive an email confirming which employees received it (
New!). You’ll also receive a link to the digital enrollment guide to share with any eligible employees who do not have work email addresses.  

Save Time and Money with eDelivery

There's no better time to go paperless! Reduce the time it takes to prepare and print hardcopy notices, while saving on postage and mailing costs. If you haven't already, enroll in eDelivery from the homepage of the plan website or by navigating to Plan > Delivery Services, where you can also review your current elections. Participants can also opt in to eDelivery on their own from the employee website. Please contact your Client Service Team with any questions.

New Timing for an Improved RMD Experience

To help you ensure that affected participants and beneficiaries take their required minimum distributions (RMDs)—which generally must be distributed by December 31 each year—we’ll automatically deliver your RMD report to you in real time, using current system data, beginning in October. You’ll begin to receive this report more frequently throughout the year, including in the second and third quarters. If you have any affected participants, the report will be delivered directly to your plan website inbox via email and will advise on applicable steps.

In the meantime, for more information on your responsibilities and steps to prepare, please refer to the
2022 RMD Overview.

Deadline Approaching: SECURE/CARES Amendment Delivery and Adoption

Over the past several years, retirement plans have been impacted by significant legislative activity, including the Setting Every Community Up for Retirement Enhancement (SECURE) Act, the Bipartisan American Miner’s (BAM) Act, and the Coronavirus Aid, Relief and Economic Security (CARES) Act. As a plan sponsor, you must use an interim amendment to incorporate and adopt these changes into your plan document.

Plan-specific guidance

Plan sponsors who use Ascensus’ preapproved plan document will receive a plan document amendment kit that provides the documents required for this interim amendment.

    • Plan sponsors who are operating their plan according to the established document defaults will not be required to sign the basic plan document (BPD) amendment. We will provide the BPD amendment, a summary of material modifications (SMM), and communication materials explaining the provisions.
    • Plan sponsors who are not operating their plan according to the document defaults will need to sign an adoption agreement amendment. In addition to the BPD amendment, we will provide these plan sponsors with the adoption agreement amendment, SMM, and communication materials explaining the provisions.

Please watch for your amendment kit to ensure that you meet the deadline for amending your plan document and for delivering the SMM to your plan participants. If you have not received a communication regarding your amendment kit, reach out to your Client Service Team.

Monday, July 11, 2022

SECURE 2.0: House Passes Retirement Reform Proposal

The U.S. House of Representatives recently passed the Securing a Strong Retirement Act of 2022 (or SSRA, which lawmakers are coining “SECURE 2.0”). The bill includes provisions from the Retirement Improvement and Savings Enhancement (RISE) Act, which came out of the House Education and Labor Committee in November 2021. This bill contains numerous retirement provisions, as well as minor technical corrections to the SECURE Act and other IRA provisions. To learn more, read this brief summary, which highlights these updates in more detail.

The IRS Has Released Proposed Required Minimum Distribution (RMD) Regulations

On February 23, 2022, the IRS released proposed guidance revising existing RMD and related regulations—guidance that was brought about by the SECURE (Setting Every Community Up for Retirement Enhancement) Act of 2019. The proposed regulations include provisions relating to RMDs, rollovers, and to penalty taxes that apply when RMDs are not taken properly. As the IRS examines feedback to their proposed guidelines, it may take several months for the IRS to release final regulations. In the meantime, you can read more about the proposed regulations.

Monday, March 28, 2022

World-class service driven by your feedback


We solicit additional client feedback through Net Promoter Scores® (NPS)* earning world-class scores for overall satisfaction and new client onboarding. Our approach to this widely used metric is unique because we survey 100% of our new and existing clients on a rolling basis—and our executives follow up personally on concerns.

*NPS is a well-established metric that gauges client satisfaction by comparing the percentage of very satisfied customers (called Promoters) to the percentage of very dissatisfied customers (called Detractors). NPS ranges from -100 to +100, with 70 or more being world-class.

Friday, December 17, 2021

Enroll in eDelivery to benefit your employees—and yourself.

In early 2022, per updated DOL guidance*, if plan sponsors or employees have not yet opted in to electronic delivery (eDelivery), employees may begin receiving hardcopy quarterly account statements by mail. To avoid any unexpected change to the way statements are received today, you or your employees are encouraged to indicate preferences for eDelivery.

If you haven’t already, here’s how to get started.

Enroll the plan from the plan website by clicking the eDelivery banner on the home page or navigating to
Plan > Delivery Services. You’ll be asked to provide workplace email addresses to add employees. Next, choose how you want to notify employees about eDelivery. We'll help by mailing the initial paper notice for a fee or providing you with a template—the choice is yours.

To prepare your employees, continue to encourage them to register for an online account by sharing our updated Digital Capabilities Guide, which can be found on the plan website under
Resources > News & Communications. If an employee doesn’t have an available workplace email, they can sign up from the employee website by selecting eDelivery as an option in their profile settings and provide their personal email address.

Employees enrolled in eDelivery will begin to receive documents more securely as they become available for eDelivery. Beginning in the first half of next year, we plan to make Summary Plan Documents (SPD), Summary of Material Modifications (SMM), and Annual Notices available for eDelivery. Please note that 1099-R forms for tax year 2021 will be sent electronically to participants who have elected to receive them via eDelivery.

eDelivery makes it fast, flexible, and convenient for your employees to receive important plan-related documents such as account statements and enrollment guides—and it’s easier and more cost-effective for you. Don't wait. Enroll in eDelivery today!

*Department of Labor guidance permitting the delivery of postcards to participants informing them that their statements are available online will end on January 27, 2022.

Friday, September 24, 2021

Get ready for more efficient communications. eDelivery is coming soon.

eDelivery enables employees to receive digital enrollment guides and statement notifications securely via email. Eventually, they can also receive plan notices, disclosures, and other required documents electronically—significantly reducing your workload and mailing costs.

Plan enrollment for eDelivery is coming in the fourth quarter. Look for an announcement on the plan website. Once enrolled, you’ll be required to inform your employees. We’ll help by mailing the initial paper notice to your employees or providing you with a template—the choice is yours.

In the meantime, get ready by submitting your employees' workplace email addresses from the plan website under Employees > Upload Work Email
.

Enhanced self-service for employees through the READYSAVE™ mobile app

New features have been added to the READYSAVE™ mobile app that make it easier for your employees to manage their retirement accounts.

The latest releases provide a clear snapshot of how participant accounts are diversified through simplified asset categories and a new navigation tray. Employees will also find fund details such as Morningstar rating and benchmarks, expense ratio, quarter and month-end performance, fact sheets, prospectuses, and other applicable disclaimers.

To download the app, your employees can search “READYSAVE” on the Apple App Store or Google Play.

Tuesday, March 30, 2021

Learn more about the new COVID-19 stimulus package

On March 12, President Biden signed into law the American Rescue Plan Act (ARPA) of 2021. This historic legislative package includes $1.9 trillion in pandemic relief for individuals and businesses. While it includes some employer plan provisions, none will affect defined contribution plans. As always, we'll keep you up to date on legislative and regulatory developments. You can find more details on the ARPA here.

Friday, December 18, 2020

Are you ready to comply with broadened eligibility requirements?

As a plan sponsor, you’re required to ensure all eligible employees can participate in the plan.

The SECURE (Setting Every Community Up for Retirement Enhancement) Act recently broadened 401(k) plan eligibility requirements to include long-term part-time employees for plan years beginning January 1, 2021. Employees who are 21 and older who work at least 500 hours in three consecutive 12-month periods can participate in the plan.

We can help ensure your records are accurate for the first employees to benefit from this change in 2024. All you have to do, if you’re not doing so already, is make sure to submit payroll information, including hours, for all employees regardless of how many hours you expect them to work. With this information, we’ll track when they’re eligible to participate in the plan under the new rules.

Tuesday, December 17, 2019

Learn Essentials, Earn Credentials


Are you shouldering fiduciary responsibilities with no formal training? Would you benefit from learning tips for working with your financial advisor or engaging your employees? As our client, you have exclusive access to the Certified Plan Sponsor Professional (CPSP) program administered through the American Retirement Association. You can complete the course online and at your own pace. And although credentials can be costly, this one’s on us. Learn more here.

Monday, March 25, 2019

Make It Easy: Ask About E-Delivery of Enrollment Materials

Does sending an email sound a lot easier than maintaining and delivering hardcopy enrollment guides? If it does, sign up for enrollment guide e-delivery—and get current electronic enrollment guides to your employees with a click of the send button.

You’ll benefit from e-delivery if:
·        You want materials quickly. Ad hoc requests can be filled at any time (see below).
·        You’re spending too much time and money delivering hardcopy guides. E-delivery means no more shipping boxes to employee locations, or supporting hardcopy requests throughout the year.
·        You want to keep your options open. You can still request hardcopy guides.
·        You and your employees want less paper. Every click means less paper and instant access to the information necessary to join the plan.

How it works
: If you’re receiving hardcopy guides automatically today, about 45 days prior to the next plan entry date, you’ll get an email instead of hardcopy guides. The email includes a link to the enrollment guide and a link to the employee website. If your plan has online enrollment, employees can enroll through the employee website. Just copy the email and send it to your newly eligible employees. Your employees eligible to enroll in the plan on the next plan entry date are listed in the Monthly Plan Confirmation report, found in the Reports section of your plan website.

Ad hoc requests: Contact Client Services any time you’d like electronic enrollment guides. They’ll send you the email, and the links will expire in 90 days so employees won’t receive outdated plan and investment information.

Electronic enrollment guides can reduce your administrative burden, make your days easier, and make your plan more convenient. Best of all, it’s a snap to get started. Contact Client Services to go digital today.


Wednesday, March 21, 2018

Stay up-to-date on tax reform law changes.

In December 2017, President Trump signed the Tax Cuts and Jobs Act (the Act) into law. Highlights of the changes made to retirement plans are described below.

Rollover of Offset Retirement Plan Loans
There are times when a participant may need to take a loan. If the participant terminates employment and takes a plan distribution while still having an outstanding loan, the plan treats the loan amount as a distribution, subject to taxation and possibly a 10 percent penalty. Based on the laws before the Act was effective, a participant would have only 60 days to roll over a distribution into another eligible plan (such as an IRA) in order to avoid this result.

The Act extends the 60-day period for rolling over the amount of the offset retirement plan loan. Participants now have until their tax filing deadline, including extensions, for the tax year in which the loan offset occurs. The extension applies to offsets as a result of both plan termination and severance from employment.

NOTE: Effective for loan amounts treated as distributed in tax years beginning after 2017. This revision shouldn’t affect how plan sponsors administer plans; however, you should make sure you understand the change so that you can explain it to your participants.

Recharacterizing Roth IRA Conversions Eliminated
The Act eliminates a taxpayer’s opportunity to recharacterize a conversion to a Roth IRA. As a result, converting non-Roth IRA assets or rolling over employer plan assets to a Roth IRA cannot be reversed. Before the law change, participants could move pretax assets to a Roth IRA and could later undo the transaction before their tax return due date (plus extensions). This allowed taxpayers to speculate, deciding on recharacterizing based on how much the Roth IRA gained—or lost. Or perhaps a taxpayer recharacterized simply because of the size of the looming tax obligation arising from the conversion. Significant assets can be involved in such transactions, and taxpayers can no longer undo the conversion and avoid the tax implications. So they must now be especially cautious when moving non-Roth assets to a Roth IRA.

Annual contributions to a Roth IRA can still be recharacterized as Traditional IRA contributions for the same tax year—and vice versa. In addition, recent guidance from the IRS confirms that conversions made in 2017 may still be recharacterized in 2018. The IRS has published FAQs that address the ambiguity in the statute. In this guidance, the Service states: A Roth IRA conversion made in 2017 may be recharacterized as a contribution to a traditional IRA if the recharacterization is made by October 15, 2018.

NOTE: Effective for tax years beginning after December 31, 2017. Participants can still roll over pretax plan assets into a Roth IRA, so this change does not affect plan administration.

Casualty Loss Provision Could Affect Plan Hardship Distributions
The Act no longer allows a deduction for casualty losses unless a taxpayer suffering the casualty loss is located in a presidentially declared disaster area. This change could severely restrict the deduction for those not covered by such a declaration. For example, if a falling tree damages your roof or your basement floods within an official disaster area, you can deduct unreimbursed losses once a certain threshold is reached. However if any damages occur to your house outside this zone, that would not be an eligible deduction for uncovered casualty losses.

Deductible casualty losses are also among the “safe harbor” conditions for hardship distributions from employer-sponsored retirement plans under existing Treasury regulations. If you don’t qualify for this deduction because of the law change, you also may not qualify for a hardship distribution from your plan. It is expected that casualty losses experienced by certain plan participants may no longer meet the safe harbor condition commonly used in granting certain hardship distributions.


NOTE: Effective for losses incurred in taxable years beginning after December 31, 2017, and before January 1, 2026. This change may require plan administrators to verify whether any casualty loss happened within a presidentially declared disaster area before approving a hardship distribution.

Tuesday, December 12, 2017

IRS sets contribution limits for 2018.

The IRS has announced the 2018 cost-of-living adjustments (COLAs) to applicable dollar limitations for retirement plans. Please contact your Vanguard Retirement Plan Access Client Service Team if you have questions about the adjustments.

Retirement Plan Limitation
2017
2018
402(g)(1) salary deferral limit
$18,000
$18,500
Catch-up contribution
$6,000
$6,000
415(c)(1)(A) annual additions limit (defined contribution plans)
$54,000
$55,000
415(b)(1)(A) annual benefit limit (defined benefit plans)
215,000
220,000
Key Employee Officer amount
$175,000
$175,000
Highly Compensated Employee (HCE)
$120,000
$120,000
SIMPLE plan salary deferral limit
$12,500
$12,500
SIMPLE plan catch-up contribution
$3,000
$3,000
Annual compensation cap
$270,000
$275,000
Social Security taxable wage base
$127,200
$128,700
SEP plan minimum compensation amount
$600
$600

Wednesday, November 30, 2016

Contribution limits for 2017














The IRS has announced the 2017 cost-of-living adjustments (COLAs) to applicable dollar limitations for retirement plans. Please contact your Vanguard Retirement Plan access Client Service Team if you have questions about the adjustments.

Retirement Plan Limitation
2016
2017
402(g)(1) salary deferral limit
$18,000
$18,000
Catch-up contribution
$6,000
$6,000
415(c)(1)(A) annual additions limit (defined contribution plans)
$53,000
$54,000
415(b)(1)(A) annual benefit limit (defined benefit plans)
210,000
215,000
Key Employee Officer amount
$170,000
$175,000
Highly Compensated Employee (HCE)
$120,000
$120,000
SIMPLE plan salary deferral limit
$12,500
$12,500
SIMPLE plan catch-up contribution
$3,000
$3,000
Annual compensation cap
$265,000
$270,000
Social Security taxable wage base
$118,500
$127,200
SEP plan minimum compensation amount
$600
$600