Three solutions to the risk in 401(k) plan design

Article Abstract:

There are three benefit solutions than provide for the continuation of contributions into a disabled employee's retirement program. These solutions protect retirement benefits in cases of disability where an employee cannot continue to work anymore. The qualified plan pays benefits directly into the disabled employee's 401(k) account. The nonqualified plan can pay retirement benefits to the employee, his annuity or to a nonquallified trust. Employers can also pay directly to the disabled employee's 401(k) account provided by the Small Business Job Protection Act of 1996 in Section 1446(a).

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What will health benefits be for the small employer?

Article Abstract:

The 21st century will bring many changes that will affect health benefits of the small employer. A national health care program should be developed by small businesses to make the sector an important force in the health benefits arena, especially in view of the fact that majority of Americans work for small employers. The program should distribute the cost of health care to make everyone pay a fair share, among other reform initiatives.

Small Business, Employee Health Benefits, Health insurance

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Avoiding costly design flaws in small 401(k) plans

Article Abstract:

The number of small companies with less than 100 employees that are supporting 401(k) plans is growing, although 401(k) plans were designed mainly for large corporations. Small employers could incur unnecessary expenses because of certain restrictions or expensive features in 401(k) plans that were tailored for large corporations. These pitfalls can be avoided with specialized support and guidance from plan providers.

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