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138 Matching News Items |
| 1. |
Alliance for Health Reform and Kaiser Commission on Medicaid and the Uninsured via Physicians for a National Health Program [PNHP]
Mar. 5, 2009
Excerpt: First off, single payer, HR 676. The underlying appeal of this is essentially that it is very elegant, and simple. You pay taxes into the system and in return you get the medical care that you need. And then also it's universal. This is probably the only approach that's actually going to get us to having no uninsured.
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| 2. |
Pension Benefit Guaranty Corporation via Employee Benefits Security Administration [EBSA]
June 9, 2005
36 pages. Excerpt: [I] again describe in detail why comprehensive pension reform is so urgently needed and how the Administration's comprehensive reform proposal will stabilize the defined benefit system, strengthen the insurance program, and protect the retirement benefits earned by tens of millions of American workers. I also address the claims made by some commentators regarding the Administration's proposals.
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| 3. |
BusinessWeek
July 12, 2004
Excerpt: The new executive director talks about the major reforms that need to be made to ensure the health of pension systems.
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| 4. |
CNN
Dec. 20, 1999
"After weeks of seeing their Republican counterparts in the debate spotlight, the two major Democratic presidential candidates appeared in their first joint forum in weeks Friday, exchanging sharp points on the government's role in the health care of citizens."
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| 5. |
Bradley
Dec. 30, 2025
"The appellate court found that Haran's FMLA retaliation claim failed because 'any reasonable jury would be required to find that OBS terminated her based on her job performance, not her request for or decision to take leave.' ... [1] Make sure managers know to contact HR when employees request time off for medical reasons.... [2] Make sure performance reviews are clear and complete.... [3] If you misstate something (or it is misunderstood), correct it in real time." [Haran v. Orange Business Services, No. 24-2312 (2d Cir. Nov. 25, 2025)]
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| 6. |
Bradley
Oct. 21, 2025
"[1] Decide whether to adopt the new $7,500 limit for 2026. [2] Amend plan documents and update employee communications and open enrollment procedures accordingly. [3] Coordinate with payroll and administrators to ensure systems and testing procedures are ready for the new limit. [4] Review historical participation data to model whether the higher cap could trigger testing failures and consider conducting prospective testing."
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| 7. |
Bradley Bartells, CPA via LinkedIn
Sept. 16, 2025
"When a plan changes custodians during the year, the transfer of assets from the old to the new custodian typically creates many recordkeeping challenges and audit issues.... Late remittances of employee contributions continues to be the most common issue noted [in] plan audits.... Plan sponsors are not reviewing the SOC-1 reports of the key service providers ... [D]efinition of compensation issues continue to pop up[.]"
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| 8. |
Bradley
Aug. 13, 2025
"[1] Engage independent experts ... to assist in evaluating prospective insurers and an actuary early in the planning phase. [2] Build in at least four to six weeks for RFP responses, provider Q&A, and internal reviews. [3] Use a standardized scorecard ... [4] Maintain a decision file ... [5] For ongoing plans, schedule annual or biennial reviews of active contracts to confirm ongoing performance and cost competitiveness and re-benchmark quotes every three to five years."
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| 9. |
Bradley
Mar. 27, 2025
"At least five lawsuits have recently been filed against employee stock ownership plan (ESOP) fiduciaries alleging a failure to prudently invest cash held in the ESOP trust. While scrutiny of investments in company stock has long been common, the focus on cash holdings represents a significant and novel shift. These cases signal a potential trend, and ESOP fiduciaries should take steps to mitigate risk[.]"
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| 10. |
Bradley J. Bartells, CPA via LinkedIn
Feb. 19, 2025
"The problems caused by using the incorrect definition of eligible compensation are: [1] The participant is not allowed to defer and contribute the correct amount into their 401k account, and [2] Potentially, employer matching and other employer contributions are not correct."
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