faces
                     ...from the HR Perspective
New MFYCO
Human Resource UpdateNovember 2013

 

Collateral Damage - Obamacare

Don't Take the Bait

 

 

 

 

While many are patiently waiting to use https://www.healthcare.gov, others are taking advantage of the situation to prey on these potential enrollees.

 

Phishing

 

The Affordable Care Act's website woes are not the only thing that should concern us about Obamacare. The woes have spawned a flurry of phishing emails using Obamcare as the bait. The emails either ask for personal information, or ask you to click on a link to "find out more", to "enroll electronically", or to "enroll quickly." Sometimes the email, or the website you are directed to looks like an official Health and Human Services site, or another government (usually State) site. There is also the possibility that the website to which the reader is directed is a pass-through site that gets the reader to the real site, but copies all information that is entered in the real site. Once the reader provides the requested information, it is likely that their identity will be stolen.

 

What to Do

 

From what I understand, no government entity will contact you about Obamacare. If you receive an email purporting to be from a governmental agency, do not respond. Go to https://www.healthcare.gov, please be sure to enter the full address including the https:// to be sure you get to the proper site. If your State has an Exchange (officially called a Health Insurance Marketplace), the safest way to determine what website to use is by going to https://www.healthcare.gov/what-is-the-marketplace-in-my-state/#state=alabama and entering your State. A link to your State's website will then be provided.

 

Carrier Solicitations

 

You may get valid solicitations from some of the carriers, but it is hard to determine if they are real or are phishing too. The safest way to look into something is to get the company's website address, type it in yourself or use Google (and be careful you select the actual company and not a look alike.)

 

The Individual Fine and Exemptions

 

Most company provided healthcare plans meet the minimum requirements so that enrolled employees and covered family members will not have to worry about the fine. Unless exempt, if a person does not have health coverage in 2014 they will pay a fine. The only figure that I have heard used by any government official is a fine of $95. The real fine will most likely be higher. It is the higher of:

 

a)     $95 per adult, plus $47.50 per child not to exceed a maximum of $285; or

b)     1% of the family's income up to the average national cost of a Bronze Plan for that person/family size. As no average has yet been calculated it is hard to say what the maximum will be. At this time, the lowest Bronze family plan is about $20,000.

 

The above are increased through 2016 to 2.5% of income or $695 per person. Adjustments for inflation are made in subsequent years.

 

As you might expect, while the above calculations may sound simple, they are surrounded by a myriad of exemptions, carve-outs, income floors, Medicaid eligibility, etc. Here are links to some of them:

 

Fines: https://www.healthcare.gov/what-if-someone-doesnt-have-health-coverage-in-2014/

 

Exemptions: https://www.healthcare.gov/exemptions/

 

Medicaid Income Eligibility: http://www.medicaid.gov/AffordableCareAct/Medicaid-Moving-Forward-2014/Medicaid-and-CHIP-Eligibility-Levels/medicaid-chip-eligibility-levels.html

 

While your organization may provide a healthcare plan that meets all of the requirements, informing your employees about the phishing pitfalls may prevent them and their family members from getting hooked.

 

As always, if you have any questions about this or any other benefit, compensation or HR matter, we will be happy to lend assistance.

 

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
On January 1, 2014 the following ACA Provisions will go into effect
MFYCO Facebook
Tax Consequences of Plan Disqualification
Determining Full-time Status under PPACA
2014 IRS Cost of Living Increases
ACA and Wellness Programs
eLaws Quick Link
Flu Season is Here
Retirement Plan Limits
Track Government Spending
Terms of Use

 

On January 1, 2014 the following ACA Provisions will go into effect:

 

 

  • Insurance Ratings changes under the Patient Protection and Affordable Care Act (ACA) will impact how individual and small group plans (under 50 lives) will be priced. In accordance with the ACA rules only four factors will be permitted when setting rates: Age, tobacco use, family size and geography. Factors no longer permitted include health status, claims experience, gender, industry, and group size.
  • New fees and assessments, such as the Patient-Centered Outcomes Research Institute (PCORI) and transitional reinsurance fees and health insurer tax.
  • Summaries of benefits and coverage (SBCs) must be prepared and distributed for 2014, using an updated template. 
  • Elimination of annual dollar limits on essential health benefits under group health plans.
  • No more pre-existing condition exclusions for adults as well as children.
  • Grandfathered health plans can no longer exclude adult children under age 26 who have access to other employment-based coverage.
  • Coverage waiting periods can't be longer than 90 days.
  • Coverage of clinical trials is required for non-grandfathered group health plans, along with prohibition on discrimination based on participation in a clinical trial.
  • New wellness incentive rules take effect.
  • Maximum out-of-pocket limitation will prohibit, for both insured and self-insured non-grandfathered plans, out-of-pocket limits that exceed $6,350 (self) and $12,700 (family) coverage.
  
  

  
 
Invitation to MFYCO Facebook
facebook 
 

Tax Consequences of Plan Disqualification

When an Internal Revenue Code (IRC) section 401(a) retirement plan is disqualified, the plan's trust loses its tax-exempt status and becomes a nonexempt trust. Plan disqualification affects three groups, namely employees, employer and the plan's trust.

This is a general overview of what happens when a plan becomes disqualified for failure to meet the qualification requirements of IRC section 401(a). These examples provide general information and you should not rely on them as legal authority as they do not apply to every situation.

Example: Pat is a participant in the XYZ Profit-Sharing Plan. The plan has immediate vesting of all employer contributions. In calendar year 1, the employer makes a $3,000 contribution to the trust under the plan for Pat's benefit. In calendar year 2, the employer contributes $4,000 to the trust for Pat's benefit. In calendar year 2, the IRS disqualifies the plan retroactively to the beginning of calendar year 1.

Consequence 1: General Rule - Employees Include Contributions in Gross Income

Generally, an employee would include in income any employer contributions made to the trust for his or her benefit in the calendar years the plan is disqualified to the extent the employee is vested in those contributions.

In our example, Pat would have to include $3,000 in her income in calendar year 1 and $4,000 in her income in calendar year 2 to reflect the employer contributions paid to the trust for her benefit in each of those calendar years. If Pat was only 20% vested in her employer contributions in calendar year 1, then she would only include $600 in her calendar year 1 income.

Exceptions: There are exceptions to the general rule:

  • If one of the reasons the plan is disqualified is for failure to meet either the additional participation or minimum coverage requirements and Pat is a highly compensated employee (HCE), then Pat would include all of her vested account balance (any amount that wasn't already taxed) in her income. A non-highly compensated employee (NHCE) would only include employer contributions made to his or her account in the years that the plan is not qualified to the extent the employee is vested in those contributions.
  • If the sole reason the plan is disqualified is that it fails either the additional participation or minimum coverage requirements, and Pat is an HCE, then Pat still would include any previously untaxed amount of her entire vested account balance in her income. NHCEs, however, don't include in income any employer contributions made to their accounts in the disqualified years in that case until the amounts are paid to them.

Note: Any failure to satisfy the nondiscrimination requirements of IRC section 401(a)(4) is considered a failure to meet the minimum coverage requirements.

Consequence 2: Employer Deductions are Limited

Once the plan is disqualified, different rules apply to the timing and amount of the employer's deduction for amounts it contributes to the trust. Unlike the rules for contributions to a trust under a qualified plan, if an employer contributes to a nonexempt employees' trust, it cannot deduct the contribution until the contribution is includible in the employee's gross income.

  • If both the employer and employee are calendar year taxpayers, the employer's deduction is delayed until the calendar year in which the contribution amount is includible in the employee's gross income.
  • If the employer has a different taxable year than the employee (a non-calendar fiscal year), the employer cannot take a deduction for its contribution until its first taxable year that ends after the last day of the employee's taxable year in which the amount is includible in the employee's income. (For example, if the employer's taxable year ends September 30 and a contribution amount is includible in an employee's gross income for the employee's taxable year that ends on December 31 of year 1, the employer cannot take a deduction for its contribution until its taxable year that ends on September 30 of year 2.)

Also, the amount of the employer's deduction is limited to the amount of the contribution that is includible in the employee's income and whether a deduction is allowed depends on whether the contribution amount is otherwise deductible by the employer. Finally, if the plan covers more than one employee and it does not maintain separate accounts for each employee (as may be the case with a defined benefit plan), then the employer is not able to deduct any contributions.

In our example, assuming both the employer and Pat are calendar year taxpayers, the employer's $3,000 deduction in calendar year 1 and $4,000 in calendar year 2 would be unchanged because that is when Pat would include these amounts in her income. However, if Pat were only 20% vested, then the employer would only be able to deduct $600 in calendar year 1 (the vested part of her employer contribution) which is the amount Pat would include in her calendar year 1 income.

Consequence 3: Plan Trust Owes Income Taxes on the Trust Earnings

The XYZ Profit-Sharing plan's tax-exempt trust is a separate legal entity. When a retirement plan is disqualified, the plan's trust loses its tax-exempt status and must file Form 1041, U.S. Income Tax Return for Estates and Trusts, and pay income tax on trust earnings.

Consequence 4: Rollovers are Disallowed

A distribution from a plan that has been disqualified is not an eligible rollover distribution and can't be rolled over to either another eligible retirement plan or to an IRA rollover account. When a disqualified plan distributes benefits, they are subject to taxation.

Consequence 5: Contributions Subject to Social Security, Medicare and Federal Unemployment (FUTA) Taxes

When an employer contributes to a nonexempt employees' trust on behalf of an employee, the FICA and FUTA taxation of these contributions depends on whether the employee's interest in the contribution is vested at the time of contribution. If the contribution is vested at the time it is made, then the amount of the contribution is subject to FICA and FUTA taxes at the time of contribution. The employer is liable for the payment of FICA and FUTA taxes on them. If the contribution is not vested at the time it is made, then the amount of the contribution and its earnings are subject to FICA and FUTA taxation at the time of vesting. For contributions and their earnings that become vested after the date of contribution, the nonexempt employees' trust is considered the employer under IRC section 3401(d)(1) who is responsible for withholding from contributions as they become vested.

Calculating Specific Plan Disqualification Consequences

Calculating the tax consequences of plan disqualification depends on the type of retirement plan. For example, the tax consequences for a 401(k) plan differ from the consequences for a SEP or SIMPLE IRA plan.

How to Regain Your Plan's Tax-Exempt Status

Generally, if a plan loses its tax-exempt status, the error that caused it to become disqualified must be corrected before the IRS will re-qualify the plan. You may correct plan errors through the IRS Self Correction or Voluntary Correction Program. However, if your plan is under examination by the IRS, you must correct the errors through the Audit Closing Agreement Program.

Taken From IRS.Gov/Retirement-Plans

Page Last Reviewed or Updated by IRS: 18-Jun-2013


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


  
Determining Full-time Status under the
Patient Protection and Affordable Care Act (PPACA).
 
 
  
In Part One (July) of this three part article we covered the different ways of counting an employee's hours for determining status as ongoing employees. Part Two (September) addressed the different ways of counting an employee's hours for determining their status as new, transition, variable hour and seasonal employees and Part Three, this, the final segment of this three part article, covers the shared responsibility for employers regarding health coverage and the assessable payments.
 
Part Three
  
(A)  Large Employers not Offering Health Coverage:
 
An assessable payment equal to the product of the Applicable Payment Amount and the number of Full-time Employees employed during such month will be assessed if:
  1. Any Applicable Large Employer fails to offer to its Full-time Employees and their dependents the opportunity to enroll in minimum essential coverage under an eligible employer-sponsored health plan for any month, and
  2. At least one Full-time Employee has been certified to the employer under �1411 of the PPACA as having enrolled for such month in a qualified health plan with respect to which an Applicable Premium Tax Credit or Cost-Sharing Reduction is allowed or paid with respect to the employee.
 (B)   Large Employers offering Coverage with Employees who Qualify for Premium Tax Credits or Cost-Sharing Reductions:
 
An assessment payment equal to the product of the number of Full-time Employees described in (2) below for such month and an amount equal to 1/12 of $3,000* will be assessed if:
  1. An Applicable Large Employer offers to its Full-time Employees and their dependents the opportunity to enroll in minimum essential coverage under an eligible employer-sponsored plan for any month, and
  2. One or more Full-time Employees has been certified to the employer under �1411 of the PPACA as having enrolled for such month in a qualified health plan with respect to which an Applicable Premium Tax Credit or Cost-Sharing Reduction is allowed or paid with respect to the employee.
 
*The overall limitation on the total amount of tax determined with respect to all employees of the employer for any month shall not exceed the product of the Applicable Payment Amount and the number of Full-time Employees during such month.
 
(C)   Definitions and Special Rules:
 
Applicable Payment Amount means, with respect to any month, 1/12 of $2,000.
 
Applicable Large Employer
  1. means with respect to the calendar year, an employer who employed an average of at least 50 Full-time Employees on business days during the preceding calendar year.
  2. Exemption for certain employers, an employer shall not be considered to employ more than 50 Full-time Employees if:
    1. The employer's workforce exceeds 50 Full-time Employees for 120 days or fewer during the calendar year, and
    2. The employees in excess of 50 employed during such 120-day period were seasonal workers. Seasonal Worker means a worker who performs labor or services on a seasonal basis as defined by the Secretary of labor, including workers covered by �500.20(s)(1) of title 29, Code of Federal Regulations and retail workers employed exclusively during holiday seasons.
    Rules for determining employer size
  1. Application of aggregation rule for employers All persons treated as a single employer under (B), (C), (M), (O) of �414 of the Internal Revenue Code of 1986 shall be treated as One employer.
  2. Employers not in existence in preceding year, in the case of an employer which was not in existence throughout the preceding calendar year, the determination of whether the employer is an Applicable Large Employer shall be based on the average number of employees that it is reasonably expected to employ on business days in the current calendar year.
  3. Predecessors - any reference to an employer shall include a reference to any predecessor of the employer.
  
Application of Employer Size to Assessable Penalties
  1. The number of Full-time Employees employed by an Applicable Large Employer during any month shall be reduced by 30 solely for purposes of calculating:
    1. The assessable payment for subsection (A), or
    2. The overall limitation under (B).
    3. Aggregation in the case of persons treated as One employer under subparagraph (C)(1), only one reduction under subclause (1) or (11) shall be allowed with respect to such persons and such reduction shall be allocated among such persons ratably on the basis of the number of Full-time Employees employed by each such person.

           Full-time Equivalents treated as Full-time Employees

    Soley for the purpose of determining whether an employer is an Applicable Large Employer under �4980H an employer counts all Full-time Employees, (those who work 30 hours or more per week), for any month otherwise determined, and, in addition must include in their count the total number of non-full-time employee equivalents. To determine how many non-full-time employee equivalents for the month, divide the total number of Hours of Service of employees who are not Full-time Employees by 120.
 
Applicable Premium Tax Credit and Cost-Sharing Reduction means:
  1. any premium tax credit allowed under �36B,
  2. any cost-sharing reduction under �1402 of the PPACA, and
  3. any advance payment of such credit or reduction under �1412 of such Act.
 
Full-time Employee means with respect to any month, an employee who is employed on average, for at least 30 Hours of Service per week.
 
Hours of Service will be defined by the Secretary for employees who are not compensated on an hourly basis.
 
Inflation Adjustment in the case of any calendar year after 2014, each of the dollar amounts in subsection (B) and paragraph (1) shall be increased by an amount equal to the product of:
  1. such dollar amount, and
  2. the premium adjustment percentage (as defined in �1302(C)(4) of the PPACA for the calendar year.
 
If the amount of the increase is not a multiple of $10, such increase shall be rounded to the next lowest multiple of $10.
  
  
  
  

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

2014 IRS Cost of Living Increases

While the release of the 2014 pension limitations has been delayed, the IRS has published Revenue Procedure 2013-25, which provides the following 2014 inflation adjusted amounts for Health Savings Accounts (HSAs) as determined under �223 of the Internal Revenue Code:

Annual Contribution Limitation

For calendar year 2014, the annual limitation on deductions under � 223(b)(2)(A) for an individual with self-only coverage under a high deductible health plan is $3,300. For calendar year 2014, the annual limitation on deductions under � 223(b)(2)(B) for an individual with family coverage under a high deductible health plan is $6,550.

High Deductible Health Plan

For calendar year 2014, a "high deductible health plan" is defined under � 223(c)(2)(A) as a health plan with an annual deductible that is not less than $1,250 for self-only coverage or $2,500 for family coverage, and the annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) do not exceed $6,350 for self-only coverage or $12,700 for family coverage.

 



 What would you like to see in a future issue?

Contact our office with your suggestions.

  email: info@mfyco.com
 
  

ACA and Wellness Programs

The Affordable Care Act's final regulations regarding nondiscriminatory wellness programs in group health coverage go into effect January 1, 2014. The regulations were restructured to help clarify the relationship between the scope of HIPAA and the ACA rules governing wellness programs and how the five statutory requirements, listed below, apply to different types of programs, including different types of Health-Contingent Wellness Programs (described as Activity-Only Wellness Programs and Outcome-Based Wellness Programs.) (See our May article, Wellness Incentive Guidance Final Rule, for a more detailed history).

Specifically, these regulations:

1.   Increase the maximum permissible Reward under a health-contingent wellness program offered in connections with a group health plan (and any related health insurance coverage) from 20% to 30% of the cost of coverage.

2.   Increase the maximum permissible Reward to 50% for wellness programs designed to prevent or reduce tobacco use.

3.   Clarify reasonable design of Health-Contingent Wellness Programs and the reasonable alternatives they must offer in order to avoid prohibited discrimination.

 

A health contingent wellness program must meet the following five requirements (Participatory Wellness Programs are excluded):

 

1.   Frequency of Opportunity to Qualify -- give eligible individuals an opportunity to qualify for the Reward at least once per year;

2.   Size of Reward -- the Reward, together with the Reward for other Health-Contingent Wellness Programs with respect to the plan, must not exceed 30% of the total cost of employee-only coverage under the plan, or 50% to the extent the program is designed to prevent or reduce tobacco use;

3.   Reasonable Design -- the Reward must be available to all similarly situated individuals. For individuals whose medical condition would create unreasonable difficulty to satisfy applicable standards or for whom it is medically inadvisable to attempt to satisfy the applicable standard, a reasonable alternative standard or waiver must be made available during that period;

4.   Uniform Availability and Reasonable Alternative Standards -- the program must be reasonably designed to promote health or prevent disease. It must have a reasonable chance of improving the health of or preventing disease in, participating individuals, not be burdensome, not be a ploy for discrimination based on a health factor, and not be highly suspect in the method chosen to promote health or prevent disease. Is based on results of a measurement, test, or screening that is related to a health factor (such as a biometric examination or a health risk assessment), the plan is not reasonably designed unless it makes available to all individuals who do not meet the standard based on the measurement, test, or screening, a different, reasonable means of qualifying for the Reward; and

5.   Notice of Availability of Reasonable Alternative Standard -- the plan must disclose in all plan materials describing the terms of the program the availability of other means of qualifying for the Reward or the possibility of waiver of the otherwise applicable standard.

 

To meet these standards, Health-Contingent Wellness Programs that are Outcome-Based Wellness Programs must offer a reasonable alternative standard to all individuals who do not meet the initial standard, to ensure that the program is reasonably designed to improve health and is not a ploy for underwriting or reducing benefits based on health status and those that are Activity-Only Wellness Programs must offer a reasonable alternative standard for obtaining the Reward to any individual for whom, for that period, it is either unreasonably difficult due to a medical condition to meet the otherwise applicable standard or for whom it is medically inadvisable to attempt to satisfy the otherwise applicable standard.

 

The same wellness program standards apply to grandfathered health plans and non-grandfathered plans.

All words highlighted in blue are defined here.

 

 


 
 
medical_people.jpg

Flu Season is Here!

 

How the Flu Spreads - Person to Person

People with flu can spread it to others up to about six feet away. Most experts think that flu viruses are spread mainly by droplets made when people with flu cough, sneeze or talk. These droplets can land in the mouths or noses of people who are nearby or possibly be inhaled into the lungs. Less often, a person might also get flu by touching a surface or object that has flu virus on it and then touching their own mouth or nose.

To avoid this, people should stay away from sick people and stay home if sick. Cough and sneeze into a tissue or your elbow. It also is important to wash hands often with soap and water. If soap and water are not available, use an alcohol-based hand rub. Linens, eating utensils, and dishes belonging to those who are sick should not be shared without washing thoroughly first. Eating utensils can be washed either in a dishwasher or by hand with water and soap and do not need to be cleaned separately. Further, frequently touched surfaces should be cleaned and disinfected at home, work and school, especially if someone is ill.

Signs and symptoms of flu

People who have the flu often feel some or all of these signs and symptoms:

  • Fever* or feeling feverish/chills
  • Cough
  • Sore throat
  • Runny or stuffy nose
  • Muscle or body aches
  • Headaches
  • Fatigue (very tired)
  • Some people may have vomiting and diarrhea, though this is more common in children than adults.

*It's important to note that not everyone with flu will have a fever.

The Flu Is Contagious

Most healthy adults may be able to infect other people beginning one day before symptoms develop and up to five to seven days after becoming sick. Children may pass the virus for longer than seven days. Symptoms start one to four days after the virus enters the body. That means that you may be able to pass on the flu to someone else before you know you are sick, as well as while you are sick. Some people can be infected with the flu virus but have no symptoms. During this time, those persons may still spread the virus to others.

The Flu Shot

While everyone should get a flu vaccine this season, it's especially important for some people to get vaccinated.

Those people include the following:

  • People who are at high risk of developing serious complications (like pneumonia) if they get sick with the flu.
  • People who live with or care for others who are at high risk of developing serious complications (see list above).
    • Household contacts and caregivers of people with certain medical conditions including asthma, diabetes, and chronic lung disease.
    • Household contacts and caregivers of infants less than 6 months old.
    • Health care personnel.

This information is courtesy of the Centers for Disease Control and Prevention. Please visit their website for more information on this years flu season and about the flu shot. Always talk to your doctor before getting any immunizations.

 

 

 Retirement Plan Limits

All limits are based on the calendar year.  

 

 

2013

2012

2011

Maximum Annual Defined Benefit

$205,000

$200,000

$195,000

Maximum DC Annual Addition ($$)

$51,000

$50,000

$49,000

Maximum 401(k) Deferrals

$17,500

$17,000

$16,500

Older EE Catch-Up Contribution

$5,500

$5,500

$5,500

Maximum Plan Compensation

$255,000

$250,000

$245,000

Highly Compensated Threshold

$115,000

$115,000

$110,000

Key Employee in a Top-Heavy Plan

$165,000

$165,000

$160,000

SSA Social Security Wage Base

$113,700

$110,100

$106,800

PBGC Maximum Monthly Guarantee*

$4,789.77

$4,653.41

$4,500

PBGC Maximum Annual Guarantee*

$57,477.24

$55,840.92

$54,000

Maximum DC Annual Addition (%)

100%

100%

100%

Social Security Tax - Employee

Social Security Tax - Employer

6.2%

6.2%

4.2%

6.2%

4.2%

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

*Life Annuity at age 65  

 


 
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

 

 


Terms of Use
COP

 

 

The site ("from the HR perspective" hence herein referred to as MFYCO.com) is made available by Michael F. Yates & Company Incorporated. All content, information and software provided on and through 'from the HR perspective' and MFYCO.com ("Content") may be used solely under the following terms and conditions ("Terms of Use".)
 
YOUR USE OF THIS WEBSITE CONSTITUTES YOUR AGREEMENT TO BE BOUND BY THESE TERMS AND CONDITIONS. IF YOU DO NOT AGREE TO THESE TERMS, YOU SHOULD IMMEDIATELY DISCONTINUE YOUR USE OF THIS SITE.  

 
Mike's Best Friend 
 
"Human Resources  provides the leadership, supportive services, guiding principles, policies, structures and standards needed for a quality organization to survive in today's business environment."
 
 MFYCO PRIVACY POLICY

 
Michael F. Yates & Company, Inc. 
believes strongly in protecting the privacy of its users.


Join Our Mailing List

 

Concluding Note

As always, any statements regarding federal tax law contained herein are not intended or written to be used, and cannot be used, for the purposes of avoiding penalties that may be imposed under federal tax law or to market any entity, investment plan or arrangement.