GBurns

I do not see any opportunity for the employee. I cannot imagine any employee risking $10,000 or any substantial amount in this unnecessary manner. The deferral would be subject to forfeiture for any number of reasons entirely beyond his/her control. The employer could fund a SERP or other NQDC plan without needing an employee contribution. The only purpose that I see, for an employer, is the hope of collecting the forfeitures by being able to terminate employment before the employee is vested enough. Either I misunderstand or this really smells.

While ERISA pre-empts state law as regards to employee benefits plans it does not pre-empt the state regulation of insurance policies. Remember that the group life insurance policy is not the Plan. It is the mechanism by which the benefits under the plan are provided.

That's more a stretch to expect to be around then, but then again, it is good to have faith even if a leap of faith.

Why "except for Corbel prototypes" ? What makes Corbel different ?

Just patiently wait and see what it shows at the end of October. Who knows how the self adjusting works ?

Why do you have a problem paying the usual ASO fees for the usual ASO services ?

Del Monte Foods? British pension ? I did not think that there was that much of a British presence that I would ever come across a participant. Did he actually work in the UK or was it at a subsidiary/branch office located outside the UK but controlled by the UK office ? Are you sure that this is really a British pension plan and not a pension plan of the country where the subsidiary/branch office is located ?

Assuming that your state labor laws allow forfeiture or earned wages etc, mjb's question still begs an answer. Why would an employee agree to have this done to them ? And to that, I add, Why would an employer need to do this to its employees ?

You asked about single employer plans then you raise the issue of a PEO (which is a multiple employer plan). Which are you conerned about and Why would you be concerned about the PEO's plan ?

I do not recall ever having seen such a comparison and wonder what purpose it could serve. Medicare Part A covers hospitalization whereas Part B covers medical services such as Physician office visits. There is no comparison that can be made since they each cover different things. What are you tying to find out ?

But still there is the original question of who makes the analysis as to whether PT or not ?

John I could not understand what you are asking. Could you reword ?

What are "extended benefits" ? What are "non-regulated alternative therapies" ?

What is the benefit of a Delaware Statutory Trust over a grantor trust (rabbi or not) ? What about a Nevada Statutory Trust or the trust of some other trust/corporation etc friendly state ?

You might want to walk it through www.changeofstatus.com and see what you get.

Doesn't a sole proprietorship cease as a business at the death of the sole proprietor ?

Before you go looking online, you have to first decide what to look for. Is the charter school a non-profit ? You can find that out from the school. To verify you might also check with the state Div of Corporations (or whatever it is called). The school should also have copies of tax documents that should show status. In any case, your question should have been directed to the person who said no, for explanation and support.

This is a classic reason against the self-administration of employee benefits plans.

I initially saw that they were addressing alleged section 118 "abuses" and wondered about the extent of such "abuses". But they then quickly updated and expanded the coveraage as shown in the above Deloitte link which updated the previous Deloitte article from just a few weeks ago. What are they really after ? None of the articles that I have seen so far has any reference to background, rationale, reason, purpose or anything.

msmith What do you mean by "reimbursed, from the Cafeteria Plan" ? I also have a problem with what you call a "co-pay". A co-pay is that amount that you pay the Dr, pharmacy or other service provider each visit eg $20 per Drs office visit. It is never a payroll deduction. What the rest of us call co-pays are usually reimbursed from the FSA which is a part of some cafeteria plans, but you apparently do not have this feature. Post tax insurance premiums are reimburseable by a cafeteria plan but not through the FSA feature. What is usually done is that through a cafeteria plan the employee elects to have the employee share of the selected insurance premium deducted on a pre-tax basis and sent to the insurance company. See LRDGs response.

I really could not think of another board. I suspect that it might be related to a H&W/Cafeteria Plan issue but thought that most of those readers would not be aware of any implication, whereas 409 people might since it seems somewhat related to the payment of bonuses etc.

It should have read Revenue Procedure 2008-52. http://benefitslink.com/articles/guests/washbull080922.html

I would immediately check and make sure that it will be taxed "over there". I do not know that a US Resident (Permanent or citizen) can completely, if any at all, avoid taxation on the federal or state level. It would be better to know ahead of time. And don't depend on Mercer for your tax advice.

A PEO like Administaff re-labels the client's employees while providing payroll services etc. A leasing company provides it own employees and will move those employeees from client to client subject to a contract covering a specific job or time. Temporary short term or long term. Manpower, AccountTemps (Robert Half) come to mind. Then there are the Spherions who seems to be a little of each.

Lori Thank you very much. You must have a halo and wings.