faces
                     ...from the HR Perspective
New MFYCO
Human Resource Update

May 2015

 

It's Good - But Not For Us

 

 

 

Los Angeles unions have been fighting for a $15.00 per hour minimum wage. While on the surface the unions state that the goal of this activity is to increase the standard of living of a large group of workers, that stated goal is perhaps a secondary or tertiary one.

 

But Not For Us

 

In Los Angeles, the unions want organizations with union contracts to be exempt from the minimum wage requirement. Yes, you read that correctly, the unions want a $15.00 minimum wage, but not for them. This is not a singular instance of this apparent hypocrisy. Cities with similar laws include Long Beach, Milwaukee, and Seattle.

 

The Change in Unions

 

At one time, unions were formed to represent the downtrodden. But as companies moved to areas of the country in which unions were unpopular, and companies moved manufacturing overseas (both to counter inflated union driven wages), the unions lost membership. If you look at a union as a business, revenue (members' dues) started to drop. The unions' management started to face the same problems as company management had - not enough revenue to cover expenses. Union management started to make the same kind of cuts as corporations did, and that did not make them happy. Basically, looking at this with a suspicious eye, unions now exist to keep union employees employed - not for the membership.

 

The Answer

 

Increased membership is the answer to the unions' dilemma. As most government workers are now unionized, the only way to increase membership is to renew organizational activity at companies.

 

Getting low paid workers to unionize is not an easy task. While workers may thank the unions for pushing the increase in the minimum wage, that does not necessarily make them want to unionize. An organizational attempt requires many man-hours and the dues to be collected from low-paid workers are small in relation to the effort required. But if the company were an eager partner in the organizational activity, the job could be completed quickly. That is the reason for the exclusion of unionized workforces from the minimum wage drive in Los Angeles and the other cities which have passed such laws. Companies seem to be willing to have a union in order to pay wages as before, or perhaps slightly increased wages - but not to the level of the new minimum wage.

 

Collateral Damage

 

Once a new minimum wage goes into effect, that can cause "wage compression" - the former distance between the workers' pay and supervisors' pay gets smaller. If a company does not respond and restore that distance, the supervisors become a target for unionization even if the lower paid workers are not.

 

Finally, when a new minimum wage is instituted, some union contracts provide for an automatic pay increase in accord with the percentage increase in the minimum wage.

 

For more on the effects of increases in the minimum wage, please see our previous newsletters March, 2014 and February, 2013.

 

We would be pleased to discuss how these new events may affect your organization.

 

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 ([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. 


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

 

In This Issue
Changes to the EP Determination Process Begin in 2015
MFYCO Facebook
Summer Dress Code
TechHire Initiative
Employment and Training Division of the Department of Labor
Updates -IRS Employee Plans Newsletter
eLaws Quick Link
Retirement Plan Limits
Track Government Spending
Terms of Use

 

From The IRS

 

Changes to the EP Determination Process Begin in 2015

 

The IRS has made changes to the determination letter program for retirement plans. The revised procedures generally apply to Form 5300 series determination letter applications received after February 1, 2015 (see Effective Dates by Form Type below). These changes will improve the program's efficiency and consistency.

 

The EP determination application processing procedures are described in section 6.13 of IRS Revenue Procedure 2015-6.

 

IRS review for procedural completeness

Your application must include all required documents and information. If you don't supply missing information within 30 days, your application will be closed.

  1. Initial review for completeness - To be considered complete, your submission must include all information and documents required by Revenue Procedure 2015-6, including the Form 5300 series application and Procedural Requirements Checklist.
  2. Procedural Requirements Checklist is now mandatory - You must include the checklist on the last pages of your submission form. This is no longer optional.
  3. 30 days to submit missing information - If you don't include all required information and documents with your application, we will send you a List of Missing Items. You will have 30 days to submit the required items.
  4. If you don't respond within 30 days - If you don't respond by sending all the required items by the deadline:
    • Your deficient application will be closed;
    • The IRS will not return any submitted documents from the application; and
    • The user fee you paid will be forfeited.

IRS review for technical deficiencies

Applications that are procedurally complete will proceed for a technical review. The reviewer may ask you for additional information or documents.

  1. Response time for additional requests - We'll give you a time period for sending us any additional items we request.
  2. Grace period before your application is closed - If you don't submit all the items we requested during that time period, we'll notify you that you have an additional set period of time to submit the required items. This is your grace period before your application is closed.
  3. If you don't respond within the provided time - If you don't submit all of the requested items by the end of the grace period:
    • Your deficient application will be closed;
    • The IRS will not return any submitted documents from the application; and
    • The user fee you paid will be forfeited.

What if my deficient application is closed?

If your deficient application is closed and either the final response deadline or the postmark date of the submitted response occurs before the end of the plan sponsor's remedial amendment cycle, you will be given a set period of time to submit a new on-cycle  application, with a new user fee.

 

However, if your deficient application is closed and both the final request deadline and the postmark date of any part of your response to that final request occur after the end of the plan's remedial amendment cycle, the remedial amendment cycle will not be extended. When the case is closed, you will receive a final disposition letter stating that any subsequent application resubmission will be treated as off-cycle for that remedial amendment cycle.

 

You may continue to submit applications off-cycle. As discussed in Revenue Procedure 2007-44, section 14.02, off-cycle applications will not be reviewed until all on-cycle plans have been reviewed and processed, unless the application qualifies for one of the priority review criteria provided within that section.

 

All application submissions should be sent to the address provided in Revenue Procedure 2015-6, section 6.15.

 

New plan amendment reference lists

You'll be able to check your plan's interim amendments against our new reference lists. Use the lists to track where particular law changes from the cumulative list applicable to your plan are reflected in the plan document. Each reference list contains the items from the cumulative list that were first added that year. For example, the 2014 reference list contains items that were new on the 2014 Cumulative List.

 

Determination letter applications - We encourage you to include completed reference lists with your application, as this will help expedite the review process. Submission of reference lists is not mandatory in Cycle E. Consideration is being given to mandatory inclusion beginning in the following Cycle A.

 

Example: Your individually designed plan's five-year cycle is Cycle E and your determination letter application is due January 31, 2016. Your plan will be reviewed based on the 2014 Cumulative List. You would complete the five reference lists for the five years of your remedial amendment cycle (i.e., the reference lists for the 2014, 2013, 2012, 2011, and 2010 Cumulative Lists).

 

Effective Dates By Form Type

The effective date will vary based on form type. Applications on Form:

  • 5300 (Application for Determination for Employee Benefit Plan) submitted for the second "E" remedial amendment cycle beginning February 1, 2015.
  • 5310 (Application for Determination for Terminating Plan) postmarked on or after February 1, 2015.
  • 5307 (Application for Determination for Adopters of Modified Volume Submitter Plans) submitted for the second six-year remedial amendment cycle for pre-approved defined benefit plans. The IRS has not yet announced the beginning of the 2-year adoption period for defined benefit plan documents restated for the 2012 Cumulative List.

These effective dates allow consistent processing of all individually designed and pre-approved plan applications submitted during each cycle.  

 

Last Reviewed or Updated By IRS: 28-Apr-2015

 

 

 
Invitation to MFYCO Facebook
facebook 

 

Summer Dress Code

      

The warm weather is here which means it is time to revisit your company's summer dress code! During the summer months, many companies allow workers to dress more casually, which means women's hemlines can get shorter, men may show up to work in shorts and both may shed the fancy footwear for flip-flops. Depending on your organizations culture and clients, perhaps having a no-open-toed shoe policy, or not allowing employees to wear spaghetti straps is something your dress code needs to enforce. Some tips to help create a summer dress code:

  • Put a dress code in place before summer arrives. This helps employees learn the policy ahead of time and know what the consequences will be if they break the rules.
  • Be specific. Do not assume everyone knows what "business casual" means. Explain the differences for men and woman. Be careful not to discriminate against woman.
  • Handle offenders quickly, quietly and most importantly equally. No matter their age or rank at the company, everyone needs to follow the same policy.

Please let us know if MFYCO can help you create a dress code policy. Keep cool and enjoy your summer!

 

 

Join Our Mailing List

 

TechHire Initiative

 

TechHire is a new campaign, introduced by President Obama and his Administration, to work with communities to get more Americans rapidly trained for well-paying technology jobs. It is a bold multi-sector effort and call to action to empower Americans with the skills they need, through universities and community colleges as well as nontraditional approaches like "coding bootcamps" and high-quality online courses that can rapidly train workers within a few months. TechHire is part of a broader agenda to invest in job-driven training. Other programs which invest in job-driven training are Vice-President Biden's Job-Driven Training Review, VA Accelerated Learning Competition, American Apprenticeship Grant Competition and the Information Technology Industry - Credentialing partnerships.

 

America has about five million open jobs today and half a million are within the information technology fields like software development, network administration and cybersecurity. The average salary is 50% higher than the average private-sector American job.

 

The key elements of the initiative include:

  • Over twenty forward leading communities are committing to take action - working with each other and with national employers to expand access to tech jobs.
  • 100 million in new Federal investments to train and connect more workers to a good job in technology and other in-demand fields.
  • Private sector boosts tools and resources to support and expand continued innovation in technology training with a focus on reaching under-served populations.

Those who are invested in the initiative have committed to:

  1. Using data and innovative hiring practices to expand openness to non-traditional hiring.
  2. Expanding models for training that prepares students in months, not years. Communities will recruit, incubate, and expand accelerated tech learning programs such as coding bootcamps and innovative online training which enable interested non-tech experienced students to gain coding skills in months. These new training programs can be run both independently or embedded as part of a local community college or university education offering.
  3. Active local leadership to connect people to jobs with hiring on ramp programs.

The Administration is encouraging more communities and employers to follow in their lead with similar innovative strategies to advance these goals.

 

Communities who have committed to the initiative are St. Louis MO, New York City, NY, State of Delaware, Louisville, KY, Philadelphia, City of Kearney and Buffalo County, NE, Colorado, Salt Lake City, San Antonio, Los Angeles, Minneapolis, Kansas City, Memphis, Rural Eastern Kentucky, Nashville, Rochester, Detroit, San Francisco, Albuquerque, Chattanooga, and Portland.

 

Employers who are on board providing a variety of services:

 

Dev Bootcamp, Hack Reactor, Microsoft, Treehouse Island, Inc. and Udacity, General Assembly will work with community colleges, other training providers, and employers with the aim of further standardizing web development training. Flatiron School, Hackbright Academy and Rural Sourcing are announcing they will provide pro bono consulting to help interested communities expand and improve training. Cisco will provide select individuals interested in career opportunities in IT with free access to online IT networking skills including hundreds of online training assets. Opportunity@Work is launching New America, Capital One is committing to a $150 million dollar effort through its FutureEdge initiative, #YesWeCode committed to delivering $10 million in scholarships for 2,000 underserved minorities across the nation, to attend coding bootcamps over the next ten years, CEB, LinkedIn and Knack are also involved.

 

If you would like more information or want to raise awareness

  • Raise awareness by sharing this news using the hashtag #TechHire on social media
  • Follow @WhiteHouseOSTP on Twitter
  • Take the time to discover where your local tech community is emerging, from code bootcamps, tech meetups, hackathon gatherings, campus tech and entrepreneurship clubs and more.
For more details on the initiative click here.

 

 

 


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

 

Employment and Training Division (ETA) of the Department of Labor (DOL)

colorful-computer-lady.jpg  

 

This month's installment of, The United States Labor Department (DOL) Who Are They, What Can They Offer You? will be covering the ETA.

 

We covered Occupational Safety & Health Administration (OSHA) in our December issue, the Wage and Hour Division in February's issue, we delved into the Employee Benefits Security Administration (EBSA) in March and today we will explore Employment and Training Administration (ETA) from a business perspective.

 

The ETA'smission is to contribute to the more efficient functioning of the U.S. labor market by providing high quality job training, employment, labor market information, and income maintenance services primarily through state and local workforce development systems. The three main areas within the ETA are:

 

Employment Services

  • Jobs and Training Opportunities
  • Worker Reemployment Portal
  • Job Corps
  • Jobs for Veterans Act
  • Online Resources

Unemployment Insurance

  • General Information
  • Find out where and how to file
  • Unemployment Benefits
  • Extended Benefits
  • Disaster Benefits

Grants (apprenticeships)

  • Competitive Gran Application Tips
  • Online tools for Grant applications
  • Competitive Grants Process Guide
  • Find ETA Grants
  • Find Grants Awarded
  • National Emergency Grants

The programs housed under the ETA are: Apprenticeship, Business and Industry, Disability Online, Enhanced Transitional Jobs Demonstration (ETJD), ETA Grants, Farmworkers Services, Federal Bonding Program, Human Resources, Indian and Native American Programs, Job Corps, Jobs for Veterans Act, Layoff Services, National Emergency Grants Occupational Information Network, Online Skills Academy, Ready to Work, Reintegration of Ex-Offenders, Senior Community Service Employment Program, Trade Adjustment Assistance Community College and Career Training Grant Program (TAACCCT), Trade Adjustment Assistance, Unemployment Insurance, Waivers, WIA and Adult Services, Work Opportunity Tax Credit (WOTC), Workforce Innovations Fund, Workforce Innovation and Opportunity Act (WIOA), Workforce Professionals, Youth Services, and Youth Career Connect.

 

Below are just a few programs that you may interest you.

  • The Workforce Investment System - The Public Workforce System works in partnership with employers, educators, and community leaders to foster economic development and high-growth opportunities in regional economies. This system exists to help businesses find qualified workers to meet workforce needs.

  • American Apprenticeship Grants - to develop and implement innovative, high-quality registered apprenticeship programs. Up to $100 million in grants will be financed by a user fee paid by employers to hire foreign workers into the United States under the H-1B nonimmigrant visa program. For more information click here.
  • Registered Apprenticeship - is a national system that offers on-the-job training in many of today's sought-after careers through partnerships with business. The Registered Apprenticeship's nationwide network includes approximately 250,000 employers in 1,000 careers. For more information click here.
  • Workforce Innovation and Opportunity Act (WIOA) - WIOA is designed to help job seekers access employment, education, training, and support services to succeed in the labor market and to match employers with the skilled workers they need to compete in the global economy. Congress passed the Act by a wide bipartisan majority; it is the first legislative reform in 15 years of the public workforce system.
WIOA supersedes the Workforce Investment Act of 1998 and amends the Adult Education and Family Literacy Act, the Wagner-Peyser Act, and the Rehabilitation Act of 1973. In general, the Act takes effect on July 1, 2015, the first full program year after enactment, unless otherwise noted. The DOL will issue further guidance on the timeframes for implementation of these changes and proposed regulations reflecting the changes in WIOA soon after enactment. To apply before the closing June 1, 2015 closing date use the following link.
  •  Labor certifications (Visas) The Office of Foreign Labor Certification (FLC) issues labor certifications (visas) for permanent and temporary employment under the following programs:
    • H-2A Temporary Agricultural Program
    • H-2B Certification for Temporary Non-Agricultural Work -The H-2B temporary non-agricultural program allows U.S. employers who meet specific regulatory requirements to bring foreign nonimmigrant workers to the United States to fill temporary nonagricultural jobs. Before requesting H-2B classification from the U.S. Citizenship and Immigration Services (USCIS), you, as the employer, must apply for and receive a temporary labor certification for H-2B workers from the U.S. Department of Labor (DOL) (or Guam DOL, if the employment will be in Guam).
    • H-1B, H-1B1 and E-3 Specialty (Professional) Worker
    • PERM - Permanent Labor Certification
    • D-1 Crewmembers Certification
    • Prevailing Wage Determinations

 

 



 What would you like to see in a future issue?

Contact our office with your suggestions.

 

 

Updates - IRS Employee Plans Newsletter

Issue N0. 2015-5, May 6, 2015 Edition

 

1)  New Revenue Procedure Updates EPCRS

 

Revenue Procedure 2015-27, released March 27, 2015, modifies but does not replace the Employee Plans Compliance Resolution System (EPCRS) Revenue Procedure 2013-12. Changes include:
  • Recoupment. Clarifies correction rules for overpayments made to participants and requests public comments on recoupment of plan overpayments
  • Excess contributions. Modifies the Self-Correction Program (SCP) for IRC Section 415(c) failures
  • Fees. Lowers compliance fees for certain VCP submissions
  • Submission forms. New acknowledgement letter form and other VCP model document changes
  • Miscellaneous. Miscellaneous modifications to correction rules and revision of citations and cross references

Revenue Procedure 2013-12 not superseded

Use Revenue Procedure 2015-27 with the existing EPCRS revenue procedure - the new revenue procedure does not completely replace the existing guidance. Revenue Procedure 2015-27 modifies only specific targeted sections of Revenue Procedure 2013-12.

 

Correction of overpayment failures

The revenue procedure clarifies existing correction rules for overpayments paid to plan participants. Plans have some flexibility to correct this plan failure and don't have to secure overpayments from affected plan participants or beneficiaries in every situation.

 

Request for comments - For a limited time, the IRS is requesting comments from the public on expanding EPCRS correction rules to provide additional guidance on the recovery or recoupment of overpayments. (See sections 3.02(4) and 7.) 

 
Self-correction of Section 415(c) failures

Plan sponsors can use SCP to correct certain recurring excess annual additions if they act within a specified time. The timeframe to distribute excess annual additions is increased from 2 � months to 9 � months.

 

VCP fees

  • Required minimum distributions - Reduced fees may apply to a larger group of plan sponsors if a plan's sole failure is late payment of required minimum distributions and affects 300 or fewer plan participants. Plans must meet specific conditions to qualify for reduced fee.
  • Participant loans that do not comply with IRC 72(p) - Plan sponsors may be eligible for new reduced fees based upon the number of participants with bad loans. They must meet specific conditions to qualify for the reduced fee.

Submission forms

  • New IRS Acknowledgement Letter (replaces Appendix D) - Applicants who want a written acknowledgment letter from the IRS for their VCP submission must include a partially completed IRS Letter 5265. Fill in the applicant's name, address, and plan name and number. Appendix D is superseded and no longer permitted.
  • Required use of IRS forms - If a VCP applicant wishes to use model VCP documents, the plan sponsor must submit the current version of Form 14568 (and, if applicable, Forms 14568-A through 14568-I).
  • Appendices C and D removed - Appendix C, Appendix C Schedules and Appendix D are no longer part of Revenue Procedure 2013-12 because they were replaced by official IRS forms and letters.

Required determination letter applications

The revenue procedure clarifies when a plan sponsor is required to submit a determination letter application to the IRS when they are resolving qualification failures by adopting retroactive plan amendments, including IRS pre-approved plans.

 

Expanded correction period for determination letter applicants

The correction period for adopting certain corrective plan amendments is extended if the plan sponsor submits a required determination letter application concurrently with a VCP submission.

 

Locating lost participants

Reference to the discontinued Social Security letter forwarding program has been removed.

 

Miscellaneous

Several items in Revenue Procedure 2013-12 are revised to update citations or cross-references. These changes are listed in the Table of Rev. Proc. 2013-12 sections modified.

 
Effective date

  • The revenue procedure is generally effective July 1, 2015.
  • Plan sponsors may elect to apply provisions on or after March 27, 2015.

 

2)  New Methods for Correcting Elective Deferral Errors

 

Plan sponsors can avoid or pay reduced corrective contributions for certain elective deferral errors in 401(k) and 403(b) retirement plans, including:

  • Incorrect automatic contributions or automatic escalation of elective deferrals
  • Failure to correctly determine or withhold elective deferrals
  • Exclusion of eligible employees

Revenue Procedure 2015-28 contains the details and conditions for new safe harbor correction methods. These methods supplement, but do not replace, Revenue Procedure 2013-12.

 

Auto contribution and escalation errors

Sponsors of 401(k) and 403(b) plans with automatic contribution and escalation features generally don't need to make corrective contributions for missed or incorrectly calculated employee elective deferrals if certain conditions are met. Revenue Procedure 2015-28 adds new Appendix A, section .05(8), to Revenue Procedure 2013-12.

 

No corrective contributions are required if correct deferrals begin by the first payment of compensation made on or after the earlier of:

  • 9� months after the end of the plan year in which the failure first occurred, or
  • the last day of the month after the month the affected employee first notified the plan sponsor of the error.

The plan sponsor must issue a written notice to affected employees (and provide corrective matching contributions, if applicable.) See below.

 

Sunset - This safe harbor is not available for failures occurring after 2020, but the IRS will consider whether to extend it. 

 
Early correction of elective deferral errors

To encourage early correction of employee elective deferral failures, all 403(b) and 401(k) plan sponsors pay less for early correction of employee deferral errors. Revenue Procedure 2015-28 adds Appendix A, section .05(9) to Revenue Procedure 2013-12.

 

No corrective contributions are required for missed employee elective deferrals if correct deferrals begin by the first payment of compensation made on or after the earlier of:

  • three months after the failure first began for the affected employee, or
  • the last day of the month after the month the affected eligible employee first notified the plan sponsor.

25% corrective contributions for missed employee elective deferral failures are required if the period of failure exceeds three months but correct deferrals begin by the first payment of compensation made on or after the earlier of:

  • the last day of the second plan year after the plan year in which the failure first began for the affected employee, or
  • the last day of the month after the month the affected eligible employee first notified the plan sponsor.

The plan sponsor must issue a written notice to affected employees (and provide corrective matching contributions, if applicable.) See below.

 

Notice, matching contributions and missed earnings

To use the new safe harbor corrections for employee elective deferral failures, the plan sponsor must:

  1. Give written notice to the affected employee no later than 45 days after the date correct deferrals begin; and
  2. If applicable, make corrective contributions to make up for missed matching contributions, plus earnings on all missed contributions and deferrals, within the two-year time frame used to correct significant operational failures under Revenue Procedure 2013-12 (see self-correction of plan errors).

If these requirements are not met, the plan sponsor may use the other safe harbor correction methods under Revenue Procedure 2013-12, Appendix A, section .05 or Appendix B.

 

Calculating earnings

 

Plans with automatic contribution arrangements - earnings may be calculated using the plan's default investment alternative if the participant hasn't chosen an investment alternative.

  • Cumulative losses don't reduce the corrective contributions.
  • Plan sponsors can't use this method unless they meet the conditions specified in in Revenue Procedure 2015-28.

No automatic contribution feature or haven't met the conditions - determine earnings according to Revenue Procedure 2013-12.

 

Content of written notice issued to affected employees

The specific content that needs to be in the written notice is listed the new Appendix A language added by Revenue Procedure 2015-28, Section 4.

  • No need to list specific dollar amounts of missed deferrals
  • No need to list dollar amounts of corrective contributions
 

 


 
 

 

2015 Retirement Plan Limits  

All limits are based on the calendar year.  

   

 

2015

2014

2013

Maximum Annual Defined Benefit

$210,000

$210,000

$205,000

Maximum DC Annual Addition ($$)

$ 53,000

$ 52,000

$ 51,000

Maximum 401(k) Deferrals

$ 18,000

$ 17,500

$ 17,500

Older EE Catch-Up Contribution

$   6,000

$   5,500

$   5,500

Maximum Plan Compensation

$265,000

$260,000

$255,000

Highly Compensated Threshold

$120,000

$115,000

$115,000

Key Employee in a Top-Heavy Plan

$170,000

$170,000

$165,000

SSA Social Security Wage Base

$118,500

$117,000

$113,700

PBGC Maximum Monthly Guarantee*

$5,011.33

$4,943.18

$4,789.77

Maximum DC Annual Addition (%)

100%

100%

100%

Social Security Tax - Employee

6.2%

6.2%

6.2%

Social Security Tax - Employer

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

*Life Annuity at age 65

 

 

 

** Individuals with earned income over $200,000 pay an additional 0.9% in Medicare taxes

 

 

 

If you have not received our business card with these numbers printed on it and would like one, please let us know! We would be happy to mail you one (or a few to share!)


 
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: [email protected]

 

 

 
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.


 

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.