On Sept. 13, 2011, the Department of Labor (the DOL) issued Technical Release 2011-03 regarding the use of electronic media to satisfy the new participant disclosure requirements under DOL Regulation 2550.404a-5 (the Participant Disclosure Regulation).
On September 13, 2011, the Department of Labor (DOL) issued Technical Release 2011-03, which provides interim guidance on the electronic disclosure of fee and expense information by participant-directed individual account retirement plans under ERISA Reg. 2550.404a-5 (the “participant fee disclosure regulation”).
The Department of Labor ("DOL") has issued a Request for Information ("RFI") to solicit comments and suggestions from employers, plan sponsors and other interested parties regarding the use of electronic media by employee benefit plans to furnish information to participants and beneficiaries in accordance with the requirements of the Employee Retirement Income Security Act of 1974 ("ERISA").
The Department of Labor recently published a final rule that allows employee benefit plans with fewer than 100 participants to comply with time limits for the segregation and deposit of participant contributions to employer-sponsored pension and welfare benefit plans.
In January, the Department of Labor (DOL) published a final regulation that establishes a safe harbor period for determining when amounts an employer receives from employees or withholds from wages as contributions to certain plans (e.g., 401(k) plans) must be treated as ‘‘plan assets’’ and, therefore, must be deposited in the plan’s trust.
The Employee Benefits Security Administration of the Department of Labor (DOL) issued a model notice (the CHIP Notice) on February 4, 2010, for employers to use to comply with the requirements of the Children's Health Insurance Program Reauthorization Act of 2009 (CHIPRA).
The Department of Labor ("DOL") issued new regulations on January 14, 2010 (75 Fed. Reg. 2068) confirming earlier regulations and guidance that plan assets should be contributed to an employee benefit plan on the earliest date the amounts can reasonably be separated from the employer’s general assets.
Recent market declines have spurred demand for products within 401(k) plans that can mitigate investment and longevity risks by offering a guaranteed income feature.
The Department of Labor (DOL) has introduced new guidelines governing how soon employee contributions and participant loan repayments for small employer sponsored pension and welfare benefit plans must be deposited into the plan's trust accout.
Since 1988, the U.S. Department of Labor has imposed requirements as to the timing of the deposit of benefit plan employee contributionswage withholdings to the account of the applicable employee benefit plan.