Employee benefit plans are often involved in the merger and acquisition of another company. The acquisition involves the assumption of an existing employee benefit plan, which will often involve conversion of that plan into a new plan. An employee benefit administrator is responsible for the review and compliance with applicable Federal and state laws, as well as ensuring that employees continue to be covered by a plan. Employee benefit audits help ensure that the benefits provided and the assets maintained by the plan are consistent with the employee benefit plan’s regulations and laws, and help protect the financial stability of your employee benefit program. These programs are designed to provide employees with adequate compensation and benefits in the event of loss of work or income due to illness, accident, retirement or involuntary separation.
There are two main types of employee benefit plans: welfare plans and non-welfare plans. Welfare plans provide benefits when the employee is unemployed; welfare plans do not provide benefits if an employee is already disabled. Retirement benefits are paid to the employee upon retirement; retirement benefits are not taxable income. Both retirement and welfare benefit plans must comply with various laws, including Railroad Retirement Benefits Act and Internal Revenue Code.
One type of employee benefit plans is a combination of a retirement plan and a welfare plan. A combination retirement plan provides you with both retirement and welfare benefits; the retirement plan is usually less costly than a single plan. In order to determine whether a combination retirement plan is right for your business, you will need to consider how much the company will pay into the plan over the long term, the projected return on investment, the cost of maintaining the plan, and the taxes required by the plan. You should also take into account whether your business will incur any charges during the course of retirement. If you anticipate any costs, the combination retirement plans may not be right for you.
Another benefit of a combination employee benefit plan is that compliance is easy to accomplish. The tax rules for retirement and welfare benefits are very similar between states. To determine the amount of the distributions and to ensure proper compliance with the tax laws, most companies use a compliance assistance firm. These firms help you prepare the paperwork, administer the plan, report information to the tax authorities, and track the distribution of payments.
There are many benefits of employee benefit plans, including savings for employees, increased productivity, and tax compliance. However, even with all of these benefits, you still need to comply with the internal revenue code. If you do not make sure that you do, you could find yourself out of business. The best way to avoid this is to make sure that your employees understand the laws that apply to them when it comes to health plans and retirement contributions.