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Human Resource UpdateJune 2011
In This Issue
The Fix Is In: Common Plan Mistakes
Puerto Rico Internal Revenue Code
Paid Sick Leave Mandatory in Connecticut
Retirement Plan Limits
JUST OUT FROM THE IRS...Form 8955-SSA
eLaws Quick Link
Counterfit Drugs & Travel
Plan Reporting Calendar
Track Government Spending
 
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Greetings: 
 
 

Happy 4th of July and It's "Revenue" Time Again!

We hope that you have a great 4th of July weekend! It is ironic that the day that marks our country's march to freedom from taxation falls in the middle of a congressional battle about taxes.

Our President has just made another demand for more "revenue" to balance the budget. The word "revenue" typically connotes the product of direct effort or investment. But when used by a governing body "revenue" means taxes.

The true remedy for more revenue is not higher taxes, but a better economy - which will automatically produce more taxes. Rather than take an action that will hinder economic growth, our Federal government should cut spending and do everything it can to let businesses get back into gear and grow. However, it is likely that such an apparent and simple answer will not be found.

In listening to the President's press conference, his tax increase seems to be directed to those who own private jets and big oil companies. What he really intends is broader and will cut deeper into upper middle income levels. What impact will this have on our companies and on their management?

Let's look at some actions a corporation should consider in respect to its management:

         Plan now that if the tax increases take effect, to move bonus payments that would normally be made next year, for this year's performance, to the end of this year. If the final amount cannot be determined by the end of the year, pay 85% - 90% of the estimated amount before the end of the year with the balance paid as formerly scheduled. While only a one-year benefit this action is an easy one to take.

 

         Once the higher rates are effective, create or expand deferred compensation plans so that executives may move compensation to a time when their marginal rates may be less.

 

         As part of the above, provide financial planning so executives may determine if they should defer compensation.

 

         Review your perquisites to see if there are any that may be substituted for salary or bonus. Consider offering some perquisites under a group policy and others on an individual basis. While some perquisites may produce imputed income, the total benefit to the executive may be greater than if the substitution had not been made.

We would be pleased to review all of these and other actions that may be appropriate with you to create an environment that mitigates tax increases.

 
______________________________

If you find value in this newsletter please let us know. Feel free to call me with a comment and/or ask a question at any time (908-689-4200) or send me an email ([email protected]). We offer this timely information as another benefit of your relationship with our company. If you feel a friend or colleague would benefit from receiving our newsletter, please feel free to forward a copy.
    
 

Sincerely,
   
Michael F. Yates
President

PS: You can view all of our newsletters by clicking the 'newsletter archives' link at our company website (www.mfyco.com).


 

______________________________

The Fix Is In: Common Plan Mistakes

Periodically the Internal Revenue Service (IRS) publishes an article that it calls "The Fix Is In: Common Plan Mistakes" that present common mistakes that happen in retirement plans.  These articles describe a common problem, how it happened, how to fix it and how to lessen the probability of the problem happening again.  Over the course of the next several months, we will be reproducing some of those articles that we believe would be helpful to you in the day-to-day administration of your plan.

Excess Deferrals

Many of you have a 401(k) plan which allows for elective deferrals. The law - the Internal Revenue Code - imposes a limit on the maximum elective deferrals that an employee can make each year to a qualified plan. This includes elective deferrals under 401(k) arrangements (including SIMPLE 401(k) and safe harbor 401(k) plans), 403(b) plans and SIMPLE IRAs. Making deferrals in excess of legal limits is one of the top 10 issues identified during examinations of 401(k) plans.

The Problem

The elective deferral limit is a flat dollar amount that is subject to annual cost-of-living adjustments. The limit for traditional or safe-harbor 401(k) plans in 2006 was $15,000 and is $15,500 in 2007 with increased limits for participants age 50 or more (an additional $5,000 in 2006 and 2007 - known as "catch-up" contributions). Employees whose elective deferrals exceed the limit must report the excess as income on their tax returns for the calendar year the deferral was made and on their tax returns for the calendar year when the excess amounts are withdrawn. If elective deferrals, all from the same employer, exceed the limit, the plan is disqualified. The only way to correct the mistake, avoid double taxation and potential plan disqualification is to have the excess amount, plus earnings, refunded to the employee by the tax-filing deadline for the year in which the deferrals were made (for example, by April 15, 2007 for excess deferrals made during calendar-year 2006). In that case, the excess deferral need only be reported as taxable income for the year the deferral was made. Refunded earnings attributable to an excess deferral must also be reported as income; losses attributable to an excess deferral can reduce reported income in the refund year.

The Issue

The deferral limit is applied on an aggregate basis to elective deferrals made under all plans maintained by an employer. The employer is responsible for determining whether a participant has excess deferrals under all the retirement plans it maintains. However, excess deferrals by a participant will not disqualify a plan if the excess is due to the aggregation of the participant's deferrals to a plan maintained by an unrelated employer. We also note that the entire plan, not just the section 401(k) arrangement, is disqualified for violation of the deferral limitation.

Common causes for elective deferral failures include the failure to monitor:

         limitations for each employee,

         limitations based on the calendar year, and

         employees who transfer between divisions/plans of the same employer.

In some cases the employer is not aware that the deferral limitations apply to the participant, rather than the plan. Sometimes, the plan year is other than the calendar year and deferrals are made based on plan year compensation. When testing for compliance, the administrator bases the limitation on the plan year deferrals, rather than deferrals made during the calendar year as required by the law. Violations also occur when the employer and/or plan administrator fail to monitor employees who transfer between divisions and plans of the same employer and allow participants to defer the maximum amount under each plan.

The Fix

As we said earlier, violation of the elective deferral limitation by the plan will cause a plan to become disqualified, resulting in adverse tax consequences to the employer and employees under the plan. Employers may get relief from these adverse consequences through the Employee Plans Compliance Resolution System (EPCRS) by correcting the failures. The Self-Correction Program (SCP) or Voluntary Correction Program (VCP) can be used to correct these mistakes. In order to fix the mistake under SCP, generally the mistake must be fixed within 2 years after the end of the plan year is which the failure occurred. Unless the failure can be classified as insignificant, VCP must be used after this time.

Under EPCRS, the plan may avoid disqualification, even though the plan has failed to correct excess deferrals by the April 15 deadline. The permitted correction method is distributing the excess deferral to the employee and reporting the amount as taxable income in the year of deferral and in the year distributed. Thus, if the corrective distribution is made later than the April 15 deadline, the employee will be subject to double taxation on the excess deferral.  EPCRS does not provide relief from this double taxation.

Making Sure It Doesn't Happen Again

Employers need to ensure that they have a system in place to monitor salary deferrals for those employees who participate in more than one plan of the employer. Employers should work with plan administrators to ensure that the administrators have sufficient payroll information to verify the deferral limitations were satisfied. Employers may wish to remind plan participants that monitoring deferrals from multiple employers is the participant's responsibility.

 

However, keep in mind that, despite all of your good efforts, mistakes can happen. In that case, the IRS can help you correct the problem and retain the benefits of your qualified 401(k) retirement plan.

 

Page Last Reviewed or Updated (by the IRS): September 13, 2010

 

 

 

Does your qualified plan covering Puerto Rico employees

satisfy the new Puerto Rico Internal Revenue Code?

On January 31, 2011, Puerto Rico adopted a new Puerto Rico Internal Revenue Code. This new 2011 Puerto Rico Code replaces the 1994 Puerto Rico Code, and constitutes a substantial overhaul of the tax qualification requirements for pension plans covering Puerto Rico employees. Many of the provisions of the new law were effective January 1, 2011.  Although many of these changes bring the Puerto Rico Code closer to the U.S. Code, there are still major differences in the rules that require careful review.

Puerto Rico Plans must be amended by 12/31/11

Employers with retirement plans covering their employees in Puerto Rico will need to amend their plans, their plan operations, such as testing provisions, and their plan communications, such as summary plan descriptions, participant notices, distribution forms, and reporting forms, to bring them in line with the new requirements.  The changes must be made to and for both stand-alone Puerto Rico plans and so called "dual-qualified" plans that are tax-qualified under both the U.S. and Puerto Rico Codes.  Plans that have not yet filed for a determination letter with the Puerto Rican Treasury Department (the "Hacienda"), have until December 31, 2011 to file for a retroactive determination letter.

 

Special Considerations for U.S. Plans with Puerto Rico employees

U.S. employers, maintaining plans that continue to cover Puerto Rico employees, who are faced with U.S. taxation on the earnings portion of plan distributions paid to Puerto Rico residents because their plans are (i) not dual-qualified plans, (ii) cannot become dual-qualified because they are pre-approved plans (and the plan sponsor does not want to convert to an individually designed plan), or (iii) not dual-qualified due to the administrative complexities involved, should seriously consider spinning off their Puerto Rico employees into a Puerto Rico only plan by the December 31, 2011 deadline (see Revenue Rulings 2008-40 and 2011-1 for information on transition relief).

A U.S. employer considering this spin-off should keep in mind that guidance on whether or not a Puerto Rico only plan can continue to participate in a U.S. master or group trust, is pending and is yet to be resolved.

Finally, plans that fail to convert to a dual-qualified plan or spin-off the Puerto Rico residents, risk the plan being treated as a non-qualified plan for Puerto Rico tax purposes.  If the plan is disqualified for Puerto Rico tax purposes, to the participants may be subject to immediate taxation, and it could raise U.S. tax-qualification concerns, and possible cause an audit, if the terms of the plan (and the types of contributions the participant is eligible for) are not clear.

 

Paid Sick Leave Mandatory in Connecticut, First in the Nation

Effective January 1, 2012, paid sick leave will be mandatory in Connecticut for qualified service workers.  

On June 8, 2011, the Governor of Connecticut signed Public Act 11-52 (the Act)* mandating that employers provide paid sick leave to qualified service workers.

The new law requires employers with 50 or more employees in Connecticut to provide the qualified service workers with paid sick leave at a rate of one hour for each 40 hours worked.  The new requirement applies to qualified service workers who are paid by the hour and work in one of the 68 Standard Occupational Classification Systems.

Qualified service workers can begin accruing sick leave

1.      On January 1, 2012, or if hired after that date, beginning on date of employment,

2.      at a rate of one hour of paid sick leave for each forty hours worked, and

3.      in one-hour increments up to a maximum of forty hours per calendar year.

Each service worker is entitled to carry over up to forty unused accrued hours of paid sick leave from the current calendar year to the following calendar year, but cannot use more than the maximum number of accrued hours in any year.

Employers, who are subject to the Act, need to provide notice to service workers upon hiring. The notice needs to include:

1.      that the service worker is entitled to sick leave, the amount of sick leave provided and the terms under which sick leave may be used,

2.      that retaliation against the service worker by the employer is prohibited, and

3.      that the service worker has the right to file a complaint with the Labor Commission for any violation of Section 2 through 6, inclusive, of the Act.

Employers may comply by displaying a poster in a conspicuous place, at the employer's place business, accessible to service workers, that contains the information required in both English and Spanish.

Employers may require, in certain circumstances, service workers to provide advance notice of the leave, refer to Section 3(b) of the Act.

Qualified service workers can use the accrued sick leave for:

1.   (A) his/her illness (physical or mental), injury, or health condition, (B) the medical diagnosis, care or treatment of his/her illness (physical or mental), injury or health condition, or (C) his/her preventative medical care; or

2.   (A) the illness (physical or mental), injury, or health condition of his/her spouse or child, (B) the medical diagnosis, care or treatment of the mental or physical illness, injury or health condition of his/her spouse or child, or (C) the preventative medical care for his/her spouse or child; or

3.   (A) his/her medical care or psychological or other counseling for physical or psychological injury or disability, (B) obtaining services from a victim services organization, (C) relocation, or (D) participation in any civil or criminal proceedings if he or she has been the victim of family violence or sexual assault.

The accrued sick leave can be taken after completion of 618 hours of employment from January 1, 2012, if the worker was hired prior to January 1, 2012, or if hired after, upon the completion of 618 hours of employment from the date of hire, unless the employer agrees to an earlier date.  A qualified service worker is not entitled to the use of accrued paid sick leave if he/she did not work an average of ten or more hours a week for the employer in the most recently completed calendar quarter.  It should be noted, that, if the employer and the worker both agree, a worker who chooses to work additional hours or shifts during the same or following pay period to make up for hours or shifts missed, will not be required to use their accrued paid sick leave.

The employer is to pay the accrued sick leave at a pay rate equal to the greater of either:

1.      the normal hourly wage for the service worker, or

2.      the minimum fair wage rate under Section 31-58 of the Connecticut General Statutes in effect for the pay period during which the employee used paid sick leave.  For qualified service workers whose hourly rate varies depending on the work performed by the worker, the "normal hourly wage" shall mean the average hourly wage of the qualified service worker in the pay period prior to the one in which he/she used the paid sick leave.

Employers that offer other types of paid leave that can be used for the same purposes and accrues at least as quickly are deemed to comply.

*Click here to see the entire act, including definitions.

 

 
Call: 908-689-4200 to contact a
MFYCO professional consulting associate.
happypeople

 Retirement Plan Limits

 

 

2011

2010

2009

Maximum Annual Defined Benefit

$195,000

$195,000

$195,000

Maximum DC Annual Addition ($$)

$49,000

$49,000

$49,000

Maximum 401(k) Deferrals    

$16,500

$16,500

$16,500

Older EE Catch-Up Contribution

$5,500

$5,500

$5,500

Maximum Plan Compensation

$245,000

$245,000

$245,000

Highly Compensated Threshold

$110,000

$110,000

$110,000

Key Employee in a Top-Heavy Plan

$160,000

$160,000

$160,000

SSA Social Security Wage Base

$106,800

$106,800

$106,800

PBGC Maximum Monthly Guarantee

$4,500

$4,500

$4,500

PBGC Maximum Annual Guarantee

$54,000

$54,000

$54,000

Maximum DC Annual Addition (%)

100%

100%

100%

Social Security Tax  - Employee

Social Security Tax  - Employer

4.2%

6.2%

6.2%

6.2%

6.2%

6.2%

Medicare Tax

1.45%

1.45%

1.45%

DC Plan Deduction Limit*

25%

25%

25%

Definition of Compensation for DC   Plan Deduction Limit

Includes Deferrals

Includes Deferrals

Includes Deferrals

 

* Money purchase plans will be treated as profit-sharing plans for purposes of the IRC �404 deduction limit and

will be subject to the 25% limit. 



 What would you like to see in a future issue?

Contact our office with your suggestions.

 

JUST OUT FROM THE IRS

Form 8955-SSA (2009) has been released.

The due date for filing the Form 8955-SSA for both the 2009 and 2010 plan years is the later of (1) January 17, 2012 or (2) the due date that generally applies for filing the Form 8955-SSA for 2010. The IRS issued Announcement 2011-21 confirming this extended due date. The January 17, 2012 date will not be eligible for further extensions by filing Form 5558.

See Announcement 2011-21 (reproduced in full below) for more information on Form 8955-SSA.

Filers can either:

  • combine plan year 2009 and 2010 data on the 2009 Form 8955-SSA.  Plan administrators may prepare one Form 8955-SSA encompassing both 2009 and 2010 reportable employees.  In that case, the 2010 reportable employees are treated as reported in 2009. Enter the beginning and ending date for the 2009 plan year on the Form 8955-SSA when combining information for the 2009 and 2010 plan years. For example, a plan that reports on a calendar year basis and combines information for the 2009 and 2010 plan years should enter January 1, 2009 as the beginning date and December 31, 2009 as the ending date;

or

  • file separate Forms 8955-SSA to report 2009 and 2010 plan year data.

The newly released Form 8955-SSA can be obtained:

  • by downloading the fillable form from the following link. A barcode capturing the data you entered on the fillable form will appear on the completed pages when printed;
  • through third party software developers; or
  • by calling the IRS at (800) 829-3676.

You may file Form 8955-SSA using the Filing Information Returns Electronically system. The FIRE system will be down from 6:00 p.m. December 16, 2011, until midnight January 2, 2012, for programming updates. During this time you will not be able to file electronically. See Revenue Procedure 2011-31 for more information about the FIRE system.

Announcement 2011-21

Part III - Administrative, Procedural and Miscellaneous

Replacement of Schedule SSA with Form 8955-SSA

This announcement designates Form 8955-SSA, Annual Registration Statement Identifying Separated Participants With Deferred Vested Benefits, as the form to be used to satisfy the reporting requirements of �6057(a) of the Internal Revenue Code for plan years beginning on or after January 1, 2009, and sets forth the due dates for filing the Form 8955-SSA for the 2009 plan year and subsequent plan years.

Section 6057(a) requires the plan administrator of a plan that is subject to the vesting standards of section 203 of the Employee Retirement Income Security Act of 1974 (ERISA) to report certain information relating to each plan participant with a deferred vested benefit in accordance with regulations prescribed by the Secretary of Treasury. Schedule SSA, an attachment to the Annual Return/Report of Employee Benefit Plan (Form 5500 Series), has been the form used by plan administrators to comply with the reporting requirements of �6057(a).

In 2007, the Department of Labor (DOL) published a final rule requiring plans subject to the annual reporting requirements of Title I of ERISA to electronically file the Form 5500 annual return/report (72 Fed. Reg. 64710). The DOL electronic filing mandate is effective for plan years beginning on or after January 1, 2009, but does not apply to the reporting requirements imposed by �6057(a). In order to accommodate the DOL's mandate for electronic filing of the Form 5500 annual return/report, a number of changes were made to the Form 5500 Series and accompanying schedules and attachments. One of these changes was the removal of Schedule SSA from the Form 5500 annual return/report beginning with filings covering a plan year that begins on or after January 1, 2009.

The Internal Revenue Service (IRS), in coordination with the Social Security Administration, has developed Form 8955-SSA, a stand-alone form to be filed with the IRS, as the successor to the Schedule SSA (Form 5500). For plan years beginning on or after January 1, 2009, the Form 8955-SSA should be used to comply with the reporting requirements of � 6057(a). Form 8955-SSA for the 2009 plan year is expected to be available for filing by plan administrators shortly. Form 8955-SSA for the 2010 plan year is being developed and is expected to be available for filing later this year. Plan administrators are permitted to report information that would otherwise be required to be reported on the 2010 Form 8955-SSA using a 2009 Form 8955-SSA. The IRS has also developed a voluntary electronic filing system for filing Form 8955-SSA for the 2009 plan year and subsequent plan years. This system is ready to accept filings of Form 8955-SSA when the form becomes available for filing.

In general, as with Schedule SSA (Form 5500), if a Form 8955-SSA must be filed for a plan year, it must be filed by the last day of the seventh month following the last day of that plan year (plus extensions). Thus, for example, for plans on a calendar year, any 2011 Form 8955-SSA that is required to be filed under � 6057(a) must be filed with the IRS by July 31, 2012. However, in order to provide plan administrators with additional time to complete and file the new Form 8955-SSA, this announcement provides that the due date for filing the Form 8955-SSA for the 2009 and the 2010 plan years is the later of (1) the due date that generally applies for filing the Form 8955-SSA for the 2010 plan year, and (2) August 1, 2011. For example, in the case of a 2009 plan year or a short 2010 plan year, the Form 8955-SSA is not required to be filed before August 1, 2011.

The rules applicable to the extension of time for filing Form 8955-SSA are the same as those applicable to the extension of time for filing Schedule SSA (Form 5500). Thus, for example, Form 5558, Application for Extension of Time To File Certain Employee Plan Returns, may be used to file for a one-time extension of time to file the Form 8955-SSA. The IRS is revising the Form 5558 to enable filers to obtain extensions of the time to file Form 8955-SSA and expects to have the revised Form 5558 available soon. Also, plan administrators are granted an automatic extension of time to file Form 8955-SSA (without filing a Form 5558) until the due date of the federal income tax return of the employer if certain conditions are satisfied. See Part II of the General Instructions to the Form 5558.

Some plan administrators have submitted a Schedule SSA to the IRS for the 2009 plan year or may be in the process of completing the Schedule SSA for the 2009 and/or 2010 plan year. In order to reduce the burdens on these plan administrators, the IRS will treat a Schedule SSA that is filed with the IRS for the 2009 or 2010 plan year no later than April 20, 2011, as satisfying the reporting requirements of � 6057 (and no Form 8955-SSA is required to be filed for the 2009 or 2010 plan year if a Schedule SSA for the applicable plan year is filed with the IRS by this date).

Section 6057(b) requires the plan administrator of a plan that is subject to the vesting standards of section 203 of the Employee Retirement Income Security Act of 1974 (ERISA) to notify the Secretary of the Treasury of certain changes relating to the plan and plan administrator. These changes are reported on the plan's Form 5500 annual return/report. Neither the removal of the Schedule SSA from the Form 5500 annual return/report nor the creation of the Form 8955-SSA affect this requirement. Therefore, a plan administrator should continue to report changes in plan status on the Form 5500 annual return/report for the plan year in which the change occurs in accordance with the applicable instructions.

DRAFTING INFORMATION

The principal authors of this announcement are Robert M. Walsh of the Employee Plans, Tax Exempt and Government Entities Division and William Gibbs of the Office of the Division Counsel/Associate Chief Counsel (Tax Exempt and Government Entities). For further information regarding this announcement, please call the Employee Plans taxpayer assistance number at (877) 829-5500 (a toll-free number) or email Mr. Walsh at [email protected].

 

 

 
 

Counterfeit Drugs and Travel

Worldwide Situation:

Counterfeit (or fake) drugs are products that are manufactured using incorrect, inactive, or harmful ingredients. These drugs are then packaged and labeled to look like real brand-name and generic drugs to deceive consumers into thinking that they are buying real drugs. Counterfeit drugs are unsafe because they may contain inactive ingredients that are not effective or toxic ingredients that are harmful to your health.

Counterfeit drugs present a worldwide public health problem that is difficult to measure. While counterfeiting occurs throughout the world, experts think that it is most common in developing countries and countries with few or no rules against making or distributing counterfeit drugs. The World Health Organization (WHO) estimates that 10% to 30% of medicines sold in developing countries may be counterfeit, and some studies conclude that the percentage may be even higher.

The problem appears to be far less common in the industrialized world (countries such as the United States, Australia, Japan, Canada, New Zealand, and those in the European Union), where estimates suggest fewer than 1% of medicines sold are counterfeit.

What do counterfeit drugs look like?

The only way to really know if a drug is counterfeit is through chemical analysis done in a laboratory. However, there are some signs that you can look for that may indicate a counterfeit drug. For example, counterfeit tablets may-

  • Have a strange smell, taste, or color
  • Break apart very easily
  • Be in poor-quality packaging or packages with misspelled labels
  • Cost very little, especially compared with the normal price of that particular drug

What this means for you as a traveler:

We recommend that you bring with you all the drugs that you think you will need during your trip, rather than buying them while you are traveling.

The quality and safety of drugs purchased outside the United States cannot be guaranteed. These drugs may not meet United States quality standards, may have the same name but actually be a different drug, or may be counterfeit. These products may be dangerous to your health because they may contain too little or too much of the active ingredient, or they may not contain any active ingredients. These products may also contain toxic ingredients. Although many types of drugs could be counterfeit, drugs that prevent malaria are very often targeted by counterfeiters, especially in countries where malaria is a major health risk.

There may be times, however, when your only option is to buy drugs abroad (for example, if you have an extended stay or if you run out of the medicine that you brought with you). If you must buy drugs during your trip, there are things you can do to reduce your chances of buying drugs that are counterfeit:

  • Keep a copy of your prescriptions, including the brand or generic name and manufacturer of any medicine that you take regularly or that has been prescribed for your trip (for example, malaria medicines).
  • Buy medicines only from licensed pharmacies and get a receipt. Do not buy medicines from open markets.
  • Check with the pharmacist whether the drug has the same active ingredient as the one that you were taking.
  • Make sure that the medicine is in its original packaging.
  • Look closely at the packaging. Sometimes, poor-quality printing or otherwise strange looking packaging will indicate a counterfeit product.

Where you can find more information:

Drug counterfeiting is a growing problem, and information is continuously being updated. News media and government websites are good places to look for up-to-date information on reported or suspected drug counterfeiting.

 

 
Plan Reporting Calendar
 



2011 FILING DUE DATES FOR
CALENDAR YEAR PLANS
 
This calendar is not intended to be an exhaustive listing of every due date under the Code or ERISA, but rather reflects some of the most common due dates.

View Calendar 


 
about MFYCO ...

  • Michael F. Yates & Company, Inc. can help you with a variety of services ranging from retirement plans to providing results-oriented survey instruments, training and development programs for your employees. Our products and services are intended to help you maximize the effectiveness of your Human Resources function.
     
  • These products and services incorporate our years of experience so that you receive rapid results and exceptional value. From onsite consulting, to strategic business integration, to Web enablement, we understand how Human Resources can be applied to solve your problems and achieve your goals. As a result, we can help you get the most out of your investment and turn your most precious resource into a competitive advantage.
     
  • We offer Consulting, Retirement Planning, Pension and 401(K) both qualified and non qualified Plans, Welfare Plans, Communications, Computer Systems, Executive Plans, Compensation, Mergers, Acquisitions, Divestitures and Other Services. 
     
    We offer a true and honest, Client Partnership.
     

Take the Michael F. Yates & Company, Inc. challenge!

Call us today ... 908-689-4200 



mh group
 How to Track Government Recovery Spending
 
"The Board shall establish and maintain...a user-friendly, public-facing website to foster greater accountability and transparency in the use of covered funds. The website...shall be a portal or gateway to key information relating to the Act and provide connections to other government websites with related information." 

 
 
Michael F. Yates & Company, Inc.
_________________

 
101 Belvidere Avenue
P.O.Box 7
Washington, NJ 07882-0007 
 
908-689-4200

fax: 908-689-6300

 

 
Our staff and firm are proud
members
of the following professional organizations:

Society of Actuaries
 
American Society of Pension Professionals & Actuaries

Society for Human Resource Management
  
GAPS (Global Association Pension Services)

WorldatWork

 American Management Association

 

National Federation of Independent Business

Better Business Bureau

 

 


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