faces
                     ...from the HR Perspective
New MFYCO
Human Resource UpdateAugust 2012

 

 

Uncertainty

 

As you will note, this "August" newsletter is a little late. I wanted to wait until the conclusion of the conventions to see if anything popped out to tell us in what direction the country will be headed. While both parties did their best to convince their delegates and those watching that their plan of action was better, nothing seemed to be a real eye opener.

 

Unfortunately, this continues the feeling of uncertainty we face in the operation of our organizations and the compensation and benefits we provide to our employees. Addressing the human resource issues, the most visible part of that uncertainty is the progression or elimination of Obamacare. The other issue (which was also addressed in our July newsletter) is the effect of higher tax rates - which will impact retirees as well as the "one percenters". At this point I believe we need to plan for both outcomes: one plan for the implementation of Obamacare and higher taxes, and another for the continuation of the present tax structure and the elimination of Obamacare.

 

Of course, planning for the later path is easier. We can tune up our plans and programs and be sure they bolster our corporate goals. Perhaps we could also take this opportunity and look at different types of plans to achieve even better results and reassess our competitive position in relation to other companies.

 

Planning for the first path is more difficult. We will not know all of the effects of Obamacare until it becomes operational. For those companies with many employees, the possible savings of thousands (and possible millions) of dollars by eliminating our healthcare plans and paying the then required tax is tempting. Many simple questions still need to be answered. Planning for the impact of higher tax rates may be even more difficult. The post-tax income of our top executives will fall. Are there ways this can be mitigated? Should we look at ways to counter this including deferral of income, non-taxable perquisites and benefits, and matching charitable contributions, to mention only a few.

 

The inauguration is closer than we think. Starting our planning now will give us a head start no matter what happens. If we may be of assistance, please let us know. 

 

Sincerely,

 

Michael F. Yates,

President

 

 

 

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 (myates@mfyco.com). 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. 


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

 

In This Issue
Locating Missing Former Participants
MFYCO Facebook
A Sign-by-Sign Look at Your Ideal Day Off
DOL FMLA Guide
Form I-9 Expires August 31
eLaws Quick Link
Retirement Plan Limits
Track Government Spending
Terms of Use

 

LOCATING MISSING FORMER PARTICIPANTS

As the administrator of a qualified plan you probably spend a good part of your work day providing information to participants in response to their requests about health benefits, disability programs and retirement benefits.  As a plan administrator, you probably spend a fair amount of time providing information that participants may not have requested but that qualified plans are required to provide, like summary annual reports, summary plan descriptions, and required notices. When you, as a plan administrator, need to distribute information or want to distribute small amounts to a missing participant, it can be a real problem.

As the plan administrator, you have a fiduciary duty to protect the benefits for the participant. How you carry out that duty with respect to missing participants is not directly addressed by ERISA.  The Department of Labor (DOL), in Opinion Letter 11-86, the Department of Labor (DOL) states that the steps a fiduciary must take to locate lost participants are inherently facts and circumstances determinations. The DOL reasons that each fiduciary must determine whether the steps he or she uses to locate lost participants satisfy the fiduciary obligations under ERISA.

Some common techniques administrators can use to locate missing participants include mailing a notice to the last known address, searching internal and union records, and using locator services, including the services of the IRS or the Social Security Administration. A private locator service will, for a fee, attempt to locate a person using information that the plan administrator provides.

IRS Letter Forwarding Programs

With appropriate safeguards to protect the privacy rights of each tax-paying citizen, the IRS affords employers an opportunity to try and contact their former employees.  Known as the Letter-Forwarding Program, the Service offers assistance to individuals who have retained the social security numbers of the persons they wish to contact, but whose address or whereabouts currently are unknown to the inquirer. For humanitarian purposes (which includes financial entitlement) the IRS will search its database for a recent address and forward the inquirer's letter to the missing person. Revanue Procedure 94-22 provides instructions and information on the IRS' use of the letter-forwarding program.

The program is useful to individuals, pension plan administrators, financial institutions, and state and federal agencies who are attempting to locate individuals. However, this program does not apply to locating a party to pending litigation or for service of process.

The IRS is precluded under section 6103 of the Internal Revenue Code from giving addresses or any other information to the individuals who have initiated a search Tax returns and return information are considered so confidential that an inquirer who activates the letter-forwarding service will not be informed of the disposition of the inquiry. To divulge any information regarding the disposition of a letter submitted for forwarding would indicate whether or not the IRS had a current address on file for that individual, and whether or not that individual had filed a return. Therefore, the Service does not inform individuals, or former employers who attempt to send letters through the Letter-Forwarding Program as to whether or not their correspondence has been delivered. Letters intended for individuals for whom the IRS has no current records and letters forwarded by IRS and then returned as undeliverable, are destroyed without informing the sender of the action taken.

The Service's Letter-Forwarding Program is comprised of two components:

1. Forwarding Lettes to 49 of Fewer Individulas

Procedures for forwarding letters to 49 or fewer individuals within a 12-month period are found in IRS Policy Statement P-1-187. This policy enables the Service to forward letters to a taxpayer listed in its database under certain circumstances. Such a circumstance occurs when a person is seeking to notify the taxpayer that he or she is entitled to certain assets, for example, from a qualified pension, profit-sharing, or stock bonus plan that has been terminated and from which the taxpayer is entitled to a distribution of benefits. Click here for the instructions for an individual or organization requesting that the IRS forward letters on its behalf to 49 or fewer individuals within a 12-consecutive-month period

 2. Forwarding Letters to 50 or More Individuals

This component of the Letter-Forwarding Program, known as the "Project 753 Computerized Mail-Out Program", is designed to contact large (i.e., more than 50) numbers of missing taxpayers. Click Here for the following instructions apply to an individual or organization requesting that the IRS forward letters on its behalf to 50 or more individuals

SSA Letter Forwarding

The Social Security Administration (the SSA) will attempt to forward a letter to a missing person under circumstances involving a matter of great importance, such as a death or serious illness in the missing person's immediate family, or a sizeable amount of money that is due the missing person. Also, the circumstances must concern a matter about which the missing person is unaware and would undoubtedly want to be informed. (Generally, when a son, daughter, brother, or sister wishes to establish contact, the SSA will write to the missing person, rather than forward a letter from the relative.) Because this service is not related in any way to a Social Security program, its use must be limited so that it does not interfere with the SSA's regular program activities.

There is no charge for forwarding letters that have a humanitarian purpose. However, the SSA must charge a $25 (effective July 1, 2001) fee to cover our costs when the letter is to inform the missing person of money or property due him or her. This fee is not refundable. The fee should be paid by a check that is made payable to the Social Security Administration.

The SSA must read each letter it forwards to ensure that it contains nothing that could prove embarrassing to the missing person if read by a third party. The SSA does not believe that it would be proper to open a sealed letter; therefore, a letter that is sent to the SSA for forwarding should be in a plain, unstamped, unsealed envelope showing only the missing person's name. Nothing of value should be enclosed.

To try to locate an address in its records, the SSA needs the missing person's Social Security number or the missing person's date and place of birth, the father's name, and the mother's full birth name to help find the number.

Usually, the SSA forwards a letter in care of the employer who most recently reported earnings for the missing person. The SSA normally would have the current home address only if the person is receiving benefits. Therefore, the SSA cannot assure that a letter will be delivered or that a reply will be received. Also, the SSA cannot send a second letter.

Requests for letter forwarding should be sent to:

Social Security Administration

Letter Forwarding

P.O. Box 33022

Baltimore, MD 21290-3022

 

 
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A Sign-by-Sign Look at Your Ideal Day Off!

(Article courtesy of astrology.com)

 

     

 

Wondering how your sun sign cares to spend its time away from the office? Take a few cues from the stars and make the most of your next day off!

Aries

Fiery Aries is full of combustible energy that has to be burned off, no matter what. Extremes are what the ram is all about, so a typical day off might include a leisurely two-hour hike up Mount Everest followed by a flight to Miami for a night of dancing and revelry in all the hottest nightclubs.

 

Taurus

A day off for steady, sensual Taurus can mean only one thing, food consumption and maintaining a horizontal position. Whether that means floating lazily on a raft in a pool or cozying up in bed with their sweetheart and a bowl of whipped cream, the bull loves to indulge in the finest creature comforts!

 

Gemini

Where can you find a Gemini on their day off? Online. They've got at least six browsers open, reading this MFYCO newsletter, busy in multiple chat rooms discussing, and arguing about, everything from world peace to Pomeranians.

 

Cancer

On their day off, Cancer likes to simply stay home. Sound dull? Not to the crab. Homebodies that they are, you'll find them in the kitchen baking pies and marinating those chicken legs for their next big barbecue. Better pick up lots of food, Cancer has probably invited the whole family, including aunts, uncles, cousins, in-laws, pets, step-pets.

 

Leo

The dramatic lion is likely to take their partner to the theater on their day off. The tickets are generous Leo's treat, and they're bound to be good seats, nothing less than front row center will do! And don't be surprised if you glance over in the middle of the play and catch them mouthing the lead actor's lines.

 

Virgo

Industrious Virgo might just use their day off to get a bit of extra cleaning done. There's nothing like the feeling of standing in the middle of a freshly scrubbed kitchen, floors gleaming and smelling of pine. Virgo won't stop there, though, spices will be in alphabetical order on their rack, while coffee mugs will hang on brand new hooks, arranged according to the colors of the rainbow.

 

Libra

Lovely Libra has been to all the local museums a million times, so for something new on their day off, they'll hit an art opening at a trendy new gallery. Libra loves to munch on crudites and sip sparkling wine as they peruse the paintings and so much the better if they happen to "accidentally" bump into an attractive stranger and strike up a conversation about the artwork.

 

Scorpio

Scorpio takes a day off in style by hitting all the best boutiques, where they can shop for that special something that will complete their favorite outfit. They'll then dress to the nines. Feather boa, knee-high leather boots, and snakeskin anything are all possibilities and spend the evening out club-hopping, attracting everyone like a magnet in the process!

 

Sagittarius

Sagittarius wants to step out on their day off. A trip anywhere will satisfy their urge to roam, so whether by plane, train, automobile, or mountain bike, they're sure to hit the road looking for adventure!

 

Capricorn

Capricorn spends their day off at the office, of course! At least part of their day off, anyway, as they just have to get ahead on those reports due late next year. But with the right approach, the sea goat can be convinced to get out and have a little fun. Just ask them out and assure them it's your treat.

 

Aquarius

Aquarius spends their day off in their workshop, perfecting that model they've been building or engine, or CPU, or whatever mechanical or technological wonder they've been tinkering with lately. And if they finish the project, then it's off to the hobby shop or electronics store for more supplies to start the next one!

 

Pisces

Dreamy Pisces spends their day off in their backyard, where they'll sip iced tea with mint sprigs under the lemon tree, appreciating the tangy citrus scent in the air and the soft buzzing of the bees that hover over the flowers, while composing a poem about the strangely scary, yet compelling dream they had the night before.

 

Is your horoscope spot on? Or maybe nothing like how you spend your day off? Head to our facebook page and share with us what your perfect day off would be like!

 


We invite you to share our newsletter. 
(It's a lot to think about!) 
 
 

 

DOL FMLA Guide

 

In June The Department of Labor's Wage and Hour Division published Need Help? The Employee's Guide to The Family Medical Leave Act.  The guide will explain:

 

·         Who Can Use Family Medical Leave Act (FMLA) Leave?

·         When Can I Use FMLA Leave?

·         What Can the FMLA Do for Me?

·         How Do I Request FMLA Leave?

·         Communication With Your Employer

·         Medical Certification

·         Returning to Work

·         How to File a Complaint

·         Web Site Resources

 

The Employee Guide includes three easy-to-follow and informative flow charts that detail how FMLA coverage and eligibility are determined, maps out the FMLA leave process and how the FMLA medical certification process works.  It addresses the FMLA definition of "son or daughter", including in loco parentis relationships even if the employee has no biological or legal relationship to the child, as provided in the Department's June 2010 FMLA Administrator Interpretation.  It also provides detailed information on how an employee can file an FMLA complaint with the DOL's Wage and Hour Division (WHD) if they believe their FMLA rights have been violated.

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

 

Form I-9 Expires August 31

 

The current Employment Eligibility Verification Form, more commonly known as Form I-9 expires August 31.  Employers must continue to use the expired form until a replacement form is announced.  The U.S. Citizenship and Immigration Services (USCIS) recently requested public comments on proposed revisions to help address the burden of completing the form and make other needed updates.

 

Employers, when the new version is released you may need to update your process. 



 What would you like to see in a future issue?

Contact our office with your suggestions.

  email: info@mfyco.com
 

 
 

 Retirement Plan Limits

 

 

2012

2011

2010

Maximum Annual Defined Benefit

$200,000

$195,000

$195,000

Maximum DC Annual Addition ($$)

$50,000

$49,000

$49,000

Maximum 401(k) Deferrals    

$17,000

$16,500

$16,500

Older EE Catch-Up Contribution

$5,500

$5,500

$5,500

Maximum Plan Compensation

$250,000

$245,000

$245,000

Highly Compensated Threshold

$115,000

$110,000

$110,000

Key Employee in a Top-Heavy Plan

$165,000

$160,000

$160,000

SSA Social Security Wage Base

$110,100

$106,800

$106,800

PBGC Maximum Monthly Guarantee

$4,653.41

$4,500

$4,500

PBGC Maximum Annual Guarantee

$55,840.92

$54,000

$54,000

Maximum DC Annual Addition (%)

100%

100%

100%

Social Security Tax  - Employee

Social Security Tax  - Employer

4.2%

6.2%

4.2%

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


 
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
 
email: info@mfyco.com


 

 
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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