This Handbook provides an overview of federal laws affecting the elderly and retirement issues. Information discussed includes age discrimination in employment, elder abuse & exploitation, power of attorney & guardianship, Social Security and other retirement and pension plans, Medicare, and much more in 22 pages of materials.
Erisa Rules For Profit Sharing Plans In Montgomery
Category:
State:
Multi-State
County:
Montgomery
Control #:
US-001HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
Accounts Covered by ERISA Common types of employer-sponsored retirement accounts that fall under ERISA include 401(k) plans, pensions, deferred-compensation plans, and profit-sharing plans. In addition, ERISA laws don't apply to simplified employee pension (SEP) IRAs or other IRAs.
Traditional profit sharing plans are subject to annual testing to ensure that the contributions made for rank-and-file employees are proportional to contributions made for owners and managers.
An Employee Stock Ownership Plan (ESOP) is a tax qualified defined contribution retirement plan regulated under ERISA and the Internal Revenue Code.
The main components of ERISA law revolve around employer-sponsored retirement plans and employee benefit plans. These comprehensive plans encompass various elements, including health insurance plans, retirement accounts, and other forms of employee benefits.
Accounts Covered by ERISA Common types of employer-sponsored retirement accounts that fall under ERISA include 401(k) plans, pensions, deferred-compensation plans, and profit-sharing plans. In addition, ERISA laws don't apply to simplified employee pension (SEP) IRAs or other IRAs.
Traditional profit sharing plans are subject to annual testing to ensure that the contributions made for rank-and-file employees are proportional to contributions made for owners and managers.
ERISA requires a plan administrator to furnish copies of the summary plan description, Form 5500, bargaining agreement, trust agreement, contract, or other instruments under which the plan is established or operated, to a participant within 30 days after the participant's written request.
Since a profit-sharing plan is a “qualified retirement plan,” it must also comply with all applicable rules under ERISA.
In general, ERISA does not cover plans established or maintained by governmental entities, churches for their employees, or plans which are maintained solely to comply with applicable workers compensation, unemployment or disability laws.