Archive

Posts Tagged ‘DoL’

Regulatory roundup

March 17th, 2014 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

Senate strikes bipartisan deal on unemployment benefits; pensions affected
Senators Jack Reed (R-RI) and Dean Heller (R-Nev) have penned a bipartisan proposal that would extend federal unemployment benefits for five months and allow for retroactive payments to December 28, 2013. The program expired on December 28, 2013.

The deal, which was crafted from both Republican and Democratic proposals, would pay for the $10 billion cost by including the pension offset provisions from the 2012 highway bill (MAP-21), which were set to be phased-out this year. The proposal also would:

• Allow single-employer defined benefit pension plans to prepay their flat rate premiums to the Pension Benefit Guaranty Corporation (PBGC).
• Extend customs user fees through 2024.
• End federal unemployment insurance (UI) payments to any individual whose adjusted gross income in the preceding year was $1 million or more.
• Strengthen reemployment and eligibility assessment (REA) and ReEmployment Services (RES) programs. In an effort to help get job seekers back into the workforce, individuals receiving emergency unemployment compensation will be eligible for enhanced, personalized assessments and referrals to reemployment services when they begin their 27th week of UI (Tier I) and 55th week of UI (Tier III).

DOL issues proposed rule that would require service providers to furnish disclosure guide to pension plans
The Employee Benefit Security Administration of the U.S. Department of Labor (DOL) has issued a proposed rule that would require certain retirement plan service providers to disclose information about the service providers’ compensation and potential conflicts of interest. The proposed rule would amend the DOL’s final rule on fee disclosures to require covered service providers to furnish a guide along with the initial disclosures to help fiduciaries if the disclosures contain multiple or lengthy documents.

To read the entire proposed rule, click here.
The DOL has also released a fact sheet to accompany the proposed rule.

PBGC issues final rule on premium rates, payment of premiums
The PBGC has issued a final rule making its premium rules more effective and less burdensome. Based on its regulatory review under Executive Order 13563, PBGC proposed to simplify due dates, coordinate due dates for terminating plans with the termination process, make conforming and clarifying changes to the variable-rate premium rules, give small plans time to value benefits, provide relief from penalties, and make other changes.

On January 3, 2014, PBGC published a final rule moving the flat-rate premium due date for large single employer and multiemployer plans (500 or more participants) to the variable-rate premium due date for single-employer plans, starting with the 2014 plan year. This final rule finalizes the rest of the proposal.

PBGC has now completed the process of simplifying the due-date rules by making small plans’ premiums due at the same time as large and mid-size plans’ premiums. However, because of a transition rule that gives small plans more time to adjust to the new provisions, the due dates will not be completely uniform until 2015.

To read the entire final rule, click here.

Read more…

Regulatory roundup

March 10th, 2014 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

President releases FY2015 budget proposal
The president has released his fiscal year 2015 budget proposal, outlining the administration’s policy priorities.

Key areas included in the proposal for employment-based benefits and compensation are:

• Pension Benefit Guaranty Corporation (PBGC) board authority to adjust single-employer and multiemployer premiums, taking into account the risks of sponsors and working with Congress to develop a comprehensive solution to address the multiemployer insurance program
• Creation of automatic individual retirement accounts (IRAs) for employees who do not have access to an employer-sponsored plan
• An increase in the federal minimum wage
• Support for agencies that protect workers’ wages and overtime pay, benefits, health, and safety, and investing in preventing and detecting the misclassification of employees as independent contractors
• Funding assistance for states to launch paid leave programs for workers
• Expansion of the earned income tax credit for low-income, childless workers

The proposal also contains continued funding for Patient Protection and Affordable Care Act (ACA) implementation; it does not contain a provision included in prior years’ budgets for “chained CPI” to adjust Social Security and other federal benefits for older Americans.

To read the entire budget document, click here.
For a copy of the “Green Book” from the Department of Treasury, click here.

IRS updates web posting with information on the new Form 5300
The Internal Revenue Service (IRS) has updated its web posting that discusses the new Form 5300 and instructions, the retired Form 5300 (Schedule Q), and all the revisions for Form 5300. Links for comments on the new forms are also provided.

To read the updated information, click here.

IRS updates Form 990 filing tips: Reporting executive compensation
The IRS has updated its tips and frequently asked questions (FAQs) related to core form Part VII and Schedule J executive compensation reporting.

To read the updated information, click here.

IRS updates 401(k) resource guide for plan sponsors: What if you are audited?
Authority and responsibilities of the IRS and the U.S. Department of Labor (DOL): ERISA, as amended, provides the legal basis for the IRS employee plans (EP) compliance program. The jurisdiction over the rules for 401(k) plans is divided between the IRS and the DOL.

• The IRS has primary jurisdiction over the qualified status of 401(k) plans, which includes examining plans and processing requests for determination letters
• The DOL has primary jurisdiction over the fiduciary standards, reporting and disclosure of requirements, and other rules that do not affect the qualified status of 401(k) plans.

The IRS’s EP examination program is the enforcement arm for the statutory and regulatory compliance requirements that apply to qualified 401(k) plans. The overriding objective of the EP examination program is to develop and integrate appropriate compliance and enforcement programs that will have the greatest positive impact on the retirement system. The EP examination program has a high stake in maintaining a successful private retirement system.

For more information, click here.

Regulatory roundup

December 10th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

DOL releases advance copies of 2013 Form 5500 annual report
The U.S. Department of Labor (DOL) Employee Benefits Security Administration, the Internal Revenue Service (IRS), and the Pension Benefit Guaranty Corporation (PBGC) have released advance informational copies of the 2013 Form 5500 annual return/report and related instructions. These advance copies of the 2013 Form 5500 are for informational purposes only and cannot be used to file a 2013 Form 5500 annual return/report. Pension and welfare benefit plans that are required to file electronically an annual return/report regarding their financial conditions, investments, and operations each year generally satisfy that requirement by filing the Form 5500 or Form 5500-SF and any required attachments.

Informational copies of the forms, schedules, and instructions are available here. For more information on the Form 5500 Series, click here.

PBGC issues final rule with new table for determining expected retirement ages
The PBGC has issued a final rule amending allocation of assets in single-employer plans by substituting a new table for determining expected retirement ages for participants in pension plans undergoing distress or involuntary termination with valuation dates falling in 2014. This table is needed in order to compute the value of early retirement benefits and, thus, the total value of benefits under a plan.

To read the entire rule, click here.

PBGC requests OMB approval and public comment for 11 collections of information on multiemployer regulations
The PBGC intends to request that the U.S. Office of Management and Budget (OMB) extend approval, under the Paperwork Reduction Act, of collections of information in PBGC’s regulations on multiemployer plans under ERISA.

For more information, click here.

IRS issues reminder on saver’s credit
The IRS has issued IR-2013-93 on how low- and moderate-income workers can take steps now to save for retirement and earn a special tax credit in 2013.

For more information, click here.

Categories: Benefit News Tags: , , ,

Regulatory roundup

October 7th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

Single employer defined benefit plans: Changing plan years
The Internal Revenue Service (IRS) has recently received questions from practitioners and pension plan sponsors asking if and how single employer defined benefit pension plan sponsors may change a plan year to delay the effect of Moving Ahead for Progress in the 21st Century (MAP-21) Pension Benefit Guaranty Corporation (PBGC) premium increases for a plan. Sponsors have asked if a change in plan year for this purpose is eligible for automatic approval under Revenue Procedure 87-27.

A plan sponsor thinking of changing a plan year should keep in mind the implications of this decision. In most cases, changing the plan year means making other changes such as:

• Moving the plan’s annual actuarial valuation date (which may require system changes and changes to internal procedures for collecting data)
• Shifting timetables for coordinating with the plan’s actuary, auditor, trustee, and other providers

Changing a plan year also increases the risk that the plan sponsor may miss a key deadline (for example, for contributions, notices, and reporting) because these deadlines change when the plan year changes.

For more information, click here.

Bike share expenses do not qualify for tax exclusion as transportation fringe benefits
The IRS’s Office of the Chief Counsel released a memorandum (Number 2013-0032) that states that bike share expenses do not quality for tax exclusion as transportation fringe benefits. Specifically the memo states:

“Section 132(f)(4), the provision which permits employees to reduce their taxable compensation in order to receive reimbursements for transit expenses on a pre-tax basis, does not apply to qualified bicycle commuting reimbursement. Specifically, section 132(f)(4) provides that ‘no amount shall be included in the gross income of an employee solely because the employee may choose between any qualified transportation fringe (other than a qualified bicycle commuting reimbursement) and compensation that would otherwise be includible in the gross income of such employee’ … Thus, allowing bike share programs to qualify as a pre-tax benefit under section 132 would require legislative action by Congress.”

To read the entire memo, click here.

GASB launches new website
The Governmental Accounting Standards Board (GASB) launched an updated website that features more user-friendly navigation and “plain English” resources that provide extensive background on accounting and financial reporting issues for state and local governments. The site is found at www.gasb.org.

The new GASB website is designed to be the primary source of news and information about the GASB and its activities. The website includes videos and other new content intended for a wide range of users, including those who are unfamiliar with the GASB and its activities.

Read the GASB’s news release here.

OIG recommends EBSA provide guidance and oversight for ERISA plans holding hard-to-value alternative investments
Concerns by various parties, such as the IRS, General Accountability Office (GAO), and the American Institute of Certified Public Accountants over plan assets invested into alternative and hard-to-value investments prompted the U.S. Department of Labor (DOL) Office of the Inspector General, Office of Audit (OIG), to conduct an audit to determine if the Employee Benefits Security Administration (EBSA) is providing adequate oversight of employee benefit plans that hold alternative investments.

In its 47-page report, OIG recommended that the assistant secretary for EBSA take the following actions for plans holding hard-to-value alternative investments:

• Propose and formalize guidance and evaluate the ERISA Council recommendations
• Improve procedures in enforcement reviews
• Improve Form 5500 data collection, analysis, and targeting

To read the entire OIG report, click here. Also, read EBSA Assistant Secretary Phyllis Borzi’s response here.

Regulatory roundup

September 9th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

DOL releases 2011 versions of private pension plan bulletin and Form 5500 data
Each year, most private pension and many private welfare benefit plans satisfy their annual reporting requirement by filing a Form 5500 annual return/report regarding their financial conditions, investments, and operations with the U.S. Department of Labor (DOL), Internal Revenue Service (IRS), and the Pension Benefit Guaranty Corporation (PBGC). The Employee Benefits Security Administration (EBSA) discloses Form 5500 data collected through the EFAST2 systems in a variety of formats.

The unedited data is provided through the EBSA Freedom of Information Act (FOIA) web page while a pension research sample and a health data set are available for download on this web page. The pension research sample supports analysis of the plan, participant, and financial characteristics of the private pension plan universe and is used to produce the Private Pension Plan Bulletin Abstract of Form 5500 Annual Reports, an annual publication that summarizes data on private pension plans.

For more information, click here.

IRS updates web page on choosing a retirement plan: 403(b) tax-sheltered annuity plan
The IRS has updated its web page providing instructions on 403(b) tax-sheltered annuity plans.

To view the updated web page, click here.

Categories: Benefit News Tags: , ,

Regulatory roundup

August 12th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

DOL requests approval to conduct focus groups and survey regarding pension benefit statements
The U.S. Department of Labor (DOL) is requesting the Office of Management and Budget’s (OMB) approval of an information collection request (ICR) titled, “Focus Groups and Survey Regarding Pension Benefit Statements.”

ERISA, section 105(a), requires an ERISA-covered individual account plan administrator to furnish periodic benefit statements to participants and beneficiaries. This new ICR seeks OMB approval to conduct a survey and an experiment on participants in an existing household American Life Panel (ALP) via the Internet and to conduct four focus groups of non-panel members. The survey and focus groups would explore whether information contained in sample benefit statements can be presented in a way that improves recipients’ understanding of the statements and helps them better plan for retirement. Specifically, the Employee Benefits Security Administration (EBSA) would collect data through four focus groups that will pretest the model benefits statements, each containing slightly different information, and conduct a survey of 2,900 ALP respondents.

Interested parties are encouraged to send comments to the OMB’s Office of Information and Regulatory Affairs within 30 days of publication of this notice in the Federal Register. The notice was published on August 9.

To read the entire notice, click here.

SSA now processing some retirement spouse claims/paying benefits for same-sex couples
Carolyn W. Colvin, acting commissioner of the Social Security Administration (SSA), issued a statement indicating that Social Security is now processing some retirement spouse claims for same-sex couples and paying benefits where they are due.

To read the entire press release, click here.

IRS updates FAQs on designated Roth accounts in retirement plans
The IRS has updated its web page on designated Roth accounts. These frequently asked questions (FAQ) and answers provide general information and should not be cited as any type of legal authority. They provide responses to general inquiries. Because these answers do not apply to every situation, yours may require additional research. The answers are based on the final regulations Designated Roth Contributions to Cash or Deferred Arrangements Under Section 401(k) and Designated Roth Accounts Under Section 402A.

To view the updated web page, click here.

SSA analysis: Pension plan participation among married couples; both DB and DC
A recent article presents descriptive statistics on the overall participation in employer-provided pension plans by plan type among married couples over a decade, from 1998 to 2009. The private sector’s pension environment during this period was characterized by a continued shift from traditional defined benefit (DB) pensions to defined contribution (DC) retirement accounts.

This decade saw a rising prevalence of employers “freezing” their DB plans while also establishing new DC plans or increasing the employer match to current DC retirement plans and thus shifting the risks and responsibilities for retirement from employers to employees. Furthermore, the 2006 Pension Protection Act, which permitted employers to automatically enroll their employees into DC plans, is likely to have had an impact on this trend. In addition, during the global financial crisis of 2007 to 2009, the decline in the financial markets led to sharp declines in retirement account balances, whereas the drastic increase in unemployment led to decreases in participation and contributions to DC plans and increases in loan activities from those accounts.

These changes revealed more clearly some of the causes that may derail employees in DC plans from accumulating sufficient funds for retirement. Finally, the decade was a period when women’s labor force participation declined particularly among unmarried women, those with no children, and women with more than 16 years of education, which is likely to translate into lower participation in pension plans.

To read the entire analysis, click here.

Regulatory roundup

July 29th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

PBGC issues proposed rule to amend rules on premium rates and payment of premiums
The Pension Benefit Guaranty Corporation (PBGC) has issued a proposed rule to make its premium rules more effective and less burdensome. Based on its regulatory review under Executive Order 13563 (Improving Regulation and Regulatory Review), PBGC proposes to amend its regulations on premium rates and payment of premiums to simplify due dates, coordinate the due date for terminating plans with the termination process, make conforming and clarifying changes to the variable-rate premium rules, provide for relief from penalties, and make other changes. Large plans would no longer have to pay flat-rate premiums early; small plans would get more time to value benefits. These amendments would be effective starting 2014. PBGC also proposes to amend its regulations in accordance with the Moving Ahead for Progress in the 21st Century Act.

Comments must be submitted on or before 60 days after publication in the Federal Register. The proposal was published on July 23 and is available here.

For more information on the proposal, click here. For the draft forms and instructions, click here.

Senate approves student loan interest rate bill without retirement savings distribution requirement
On July 24, bipartisan negotiations in the Senate approved (81-18) an agreement on the Student Loan Act (S.1911). The Congressional Budget Office (CBO) scored the compromise legislation as saving $715 million over 10 years; therefore, revenue offsets were not necessary and the retirement savings distribution requirement that was part of earlier versions of the bill was dropped.

The bill goes to the House, which is expected to approve the bill next week without modifications. Because the earlier House version of the bill did not contain the retirement provision, it appears unlikely that the provision will be offered or approved if the House amends the bill in a manner that requires revenue offsets.

DOL issues FAB permitting 401(k) plans to reschedule employee annual disclosures
The U.S. Department of Labor (DOL) recently announced a temporary enforcement policy that will allow 401(k)-type plans to reset the timing for the annual distribution of the investment comparative chart that they are required to furnish to plan participants. Most plans must furnish this year’s annual comparative chart no later than August 30, 2013.

Under the enforcement policy contained in Field Assistance Bulletin (FAB) 2013-02, plan administrators may reset the deadline one time, for either the 2013 or the 2014 comparative chart, if the responsible plan fiduciary determines that doing so will benefit the plan’s participants and beneficiaries and provided that no more than 18 months may pass before participants receive their next comparative chart. This enforcement policy does not alter a plan administrator’s obligations under the regulation for timely updates to the investment information that is available at the plan’s website or to notify participants about changes to investment information, such as a new plan investment option.

The department’s participant-level fee disclosure regulation, which was implemented last year, requires that administrators of 401(k)-type plans disclose information about plan investment options, such as fee and performance information, to participants and beneficiaries at least annually. Plans operating on a calendar year had to furnish their first chart no later than August 30, 2012, and their second chart is due no later than August 30, 2013. Many other plan disclosures, however, such as pension benefit statements, are disclosed later in the calendar year. Permitting a one-time “re-set” of the deadline will allow plan administrators to align the comparative chart with other participant disclosures.

To read the entire bulletin, click here.

ERISA Advisory Council to meet August 27-29
The ERISA Advisory Council has scheduled three days of meetings to hear testimony from invited witnesses and to receive an update from the Employee Benefits Security Administration (EBSA). The Council will study the following issues:

• Successful retirement plan communications for various population segments
• Locating missing and lost participants
• Private sector pension de-risking and participant protections

IRS issues public employers outreach guide
The Internal Revenue Service (IRS) has issued the Public Employers Outreach Guide, an annual publication produced by the IRS office of federal, state, and local governments. It is intended to provide basic federal employment tax and reporting information issues for governmental employers. The publication’s chapter titles are:

• Compensation
• Social Security and Medicare Coverage
• Public Retirement Systems
• Retirement Plans
• Fee-Based Public Officials
• Special Situations for Public Workers
• Fringe Benefits
• Information Reporting
• Backup Withholding
• Key Dates
• Section 218
• Social Security Coverage (Flowchart)
• Medicare Coverage (Flowchart)

To read the entire outreach guide, click here.

Regulatory roundup

June 24th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

PBGC solicits comments on implementation of new program to deal with DC missing participants
The Pension Benefit Guaranty Corporation (PBGC) is soliciting information from the public to assist it in making decisions about implementing a new program to deal with benefits of missing participants in terminating individual retirement account plans.

Before the Pension Protection Act of 2006 (PPA), section 4050 of ERISA required the PBGC to operate (and pension plans to use) a missing participants program limited to single-employer plans covered by Title IV of ERISA. The PPA amended section 4050 to provide for a similar mandatory program for covered multiemployer plans and an optional program for non-covered plans, both individual retirement account plans (defined contribution, or DC, plans) and defined benefit (DB) plans not covered by Title IV. It also authorized the PBGC to require non-covered plans to submit information to the PBGC about missing participants’ benefits.

Before making decisions about implementing a missing participants program for terminating individual retirement account plans (which represent the vast majority of non-covered plans), the PBGC requires an understanding of the demand for such a program and how that demand might be affected by fees, minimum benefit requirements, and information requirements, measured against private providers of similar services.

Comments must be received on or before 60 days after date of publication in the Federal Register. The notice was published on June 21, 2013.

To read the entire notice, click here.

IRS updates chart on exceptions to tax on early distributions
Most retirement plan distributions are subject to income tax and may be subject to an additional 10% tax. The Internal Revenue Service (IRS) has updated its chart on exceptions to tax on early distributions covering: qualified plans (e.g., 401[k], etc.) and individual retirement account (IRA), Simplified Employee Pension IRA (SEP), Savings Incentive Match Plan for Employees (SIMPLE) IRA, and Salary Reduction SEP (SARSEP) plans. Generally, the amounts an individual withdraws from an IRA or retirement plan before reaching age 59½ are called ”early” or ”premature” distributions. Individuals must pay an additional 10% early withdrawal tax and report the amount to the IRS for any early distributions, unless an exception applies.

For more information, click here.

IRS’s employee plans compliance unit posts information on nongovernmental 457(b) plans project
Federal law permits tax-exempt entities to sponsor nonqualified deferred compensation plans for select groups of highly compensated employees, managers, directors, or officers. These plans, allowed under Internal Revenue Code Section 457(b), are often referred to as “Top Hat” plans.

The Employee Plans Compliance Unit (EPCU) plans to send compliance check letters and questionnaires to approximately 200 organizations in IRS fiscal year 2013 (ending September 30, 2013) and another 200 in fiscal year 2014 (ending September 30, 2014) as part of this review. The project goals are to:

• Learn more about the operation of nongovernmental 457(b) plans
• Verify that the plans comply with the Internal Revenue Code requirements
• Identify issues of noncompliance
• Recommend ways to remove any barriers to compliance

For more information, click here.

Read more…

Regulatory roundup

June 19th, 2013 No comments

More retirement-related regulatory news for plan sponsors, including links to detailed information.

Hearing testimony of House HELP subcommittee on strengthening the multiemployer pension system
The Subcommittee on Health, Employment, Labor, and Pensions (HELP), chaired by Rep. Phil Roe (R-TN), recently held a hearing entitled, “Strengthening the Multiemployer Pension System: What Reforms Should Policymakers Consider?” The hearing provided members an overview of possible reforms, including a proposal released by the National Coordinating Committee for Multiemployer Plans.

For more information, click here.

DOL advisory opinion rejects Teamsters pension plan’s request to be multiemployer plan
The U.S. Department of Labor (DOL) has issued Advisory Opinion 2013-02A, which concludes that the Teamsters Union pension plan that provides benefits for officers, business agents, trustees, or clerical employees should not be treated as a multiemployer plan under ERISA.

The DOL wrote “Based on an evaluation of these factors, and the information you presented, the Department is unable to conclude that the Plan should be treated as maintained pursuant to a collective bargaining agreement for purposes of ERISA 3(37)(G) because there is no evidence that the Plan was established or is maintained pursuant to an agreement resulting from a bona fide collective bargaining relationship. In the Department’s view, such a conclusion in this case requires evidence of actual collective bargaining between one or more employers and an employee organization that represents the employer(s)’s employees covered by such agreement with respect to grievances, disputes, or other matters involving employment terms and conditions other than coverage under, or contributions to, the Plan. The information you submitted indicates only the existence of agreements by the participating Local Unions (in their capacity as employers) to make contributions to the Plan. These documents do not establish an agreement between the Local Unions, as employers, and the Joint Council, as a chosen representative of the employees, for purposes of negotiating with respect to the Plan or any other terms or conditions of employment.”

Read the entire advisory opinion here.

DOL issues compliance guidance for employee benefit plans after Oklahoma tornado
Assistant Secretary of Labor for Employee Benefits Security Phyllis C. Borzi recently announced the following guidance on compliance with employee benefit plan rules for those adversely impacted by the Moore, Oklahoma, tornado:

“The U.S. Department of Labor understands that as the practical and personal implications of the Oklahoma tornado unfold, plan fiduciaries, employers, labor organizations, service providers, participants and beneficiaries may encounter compliance-related issues over the next few months in connection with employee benefit plans covered by the Employee Retirement Income Security Act. The guidance provided in this statement applies to employee benefit plans, plan sponsors and service providers to such employers, located in one of the counties that have been identified as covered disaster areas because of the devastation caused by the Oklahoma tornado that occurred on May 20, 2013. Covered disaster areas are identified as federally declared disaster areas in the news releases issued by the Internal Revenue Service for victims of the Oklahoma tornado, which can be found at [the IRS website].”

For more information, click here.

Disclosure authorization and electronic account resolution retire this August
The Internal Revenue Service (IRS) is retiring the Disclosure Authorization (DA) and Electronic Account Resolution (EAR) options on e-Services on August 11.

Largely because of low usage of e-Service’s DA and EAR, the IRS has decided to retire and remove the two applications effective August 11.

Last year, users submitted less than 10% of all disclosure authorizations through the DA application. Similarly, only 3% of all account-related issues came in through the EAR application.

In anticipation of this change, the IRS increased the number of employees who process authorizations and has improved internal work processes to decrease the average processing time significantly from the current 10-day processing period.

The IRS will continue to explore better ways to reduce processing time and improve overall service to the users. However, current budget cuts will impact their dedicated resources to this program and they are working to determine the impact on processing time.

Once IRS removes the two applications, former DA users will need to complete Form 2848, Power of Attorney and Declaration of Representative, or Form 8821, Tax Information Authorizations, and mail or fax it to the appropriate IRS location listed on the form’s instructions. Please allow at least four days for the authorization to post to the IRS database before requesting a transcript through the Transcript Delivery System. Former EAR users should call the Practitioner Priority Service at 1-866-860-4259 for help resolving account-related issues.

The IRS continues to look for ways to improve its current processes and is exploring an improved electronic solution for DA and EAR in the future.

Reportable events, retirement income illustration rules proposed

June 17th, 2013 No comments

The Pension Benefit Guaranty Corporation (PBGC) issued a new proposed rule on the requirement that a single-employer defined benefit (DB) retirement plan or its sponsor notify the agency about certain events indicating that a plan might undergo a distress or involuntary termination. Separately, the Department of Labor (DOL) released a proposal that would require administrators of certain defined contribution (DC) retirement plans to show projected account balances and monthly payments at the plan’s “normal retirement age” in participants’ benefit statements. The PBGC and the DOL invited comments on their respective proposals.

This Client Action Bulletin provides perspective into the PBGC’s proposed rule on reportable events and the DOL’s proposal on retirement income illustrations.