The Retirement Income Policy Act of 1985 and the Retirement Universal Security Arrangements Act of 1985: Hearing Before the Subcommittee on Labor-Management Relations of the Committee on Education and Labor, House of Representatives, Ninety-ninth Congress, Second Session, on H.R. 3098 and H.R. 3594, Hearing Held in Washington, DC, on February 25, 1986U.S. Government Printing Office, 1986 - Всего страниц: 578 |
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Стр. 8
... allow the rules to continue as they are now , where there is an option for lump sum distribution for the amount of $ 3,500 or less ? Particularly important to small firm employers because many times they don't build up very much money ...
... allow the rules to continue as they are now , where there is an option for lump sum distribution for the amount of $ 3,500 or less ? Particularly important to small firm employers because many times they don't build up very much money ...
Стр. 24
... allows employees to withdraw the transferred amounts from the IRAS prior to retirement subject to a 20 percent penalty tax . If either of the tax reform bills are enacted , the result will be virtually the same for employees who want ...
... allows employees to withdraw the transferred amounts from the IRAS prior to retirement subject to a 20 percent penalty tax . If either of the tax reform bills are enacted , the result will be virtually the same for employees who want ...
Стр. 49
... allow companies to remedy this discrimina- tion by using their pension plans to pay disproportionately larger benefits to their higher paid employees . Taken together , the argument goes , the two systems can then provide both the high ...
... allow companies to remedy this discrimina- tion by using their pension plans to pay disproportionately larger benefits to their higher paid employees . Taken together , the argument goes , the two systems can then provide both the high ...
Стр. 51
... allowing the use of 10 - year cliff vesting exclude a large percentage of the workforce who never stay 10 years with any one employer . Many pension plans integrate Social Security and pension bene- fits , reducing an individual's ...
... allowing the use of 10 - year cliff vesting exclude a large percentage of the workforce who never stay 10 years with any one employer . Many pension plans integrate Social Security and pension bene- fits , reducing an individual's ...
Стр. 57
... allows employers to arbitrarily exclude whole categories of workers from coverage . Under the provisions of this ... allowing firms with fewer than 25 employees to permit employees to make tax - free contributions to a Simplified ...
... allows employers to arbitrarily exclude whole categories of workers from coverage . Under the provisions of this ... allowing firms with fewer than 25 employees to permit employees to make tax - free contributions to a Simplified ...
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accrued benefit amended amount annuity BellSouth bill cash or deferred compensation Congress contribution and benefit deferred arrangement defined benefit plan defined contribution plans employee benefits employee pension employee's employer contributions employer-sponsored encourage ERISA establish full-time employees funds goals health insurance Income Policy Act Income Security Act increase Individual Retirement Accounts integration Internal Revenue Code investment legislation lump sum distributions maintain meaning of section ment national retirement income nonretirement savings plans paragraph participant's pension benefits pension coverage pension plans pension policy percent plan coverage profit sharing plans proposed qualified plan reduced responsibility retirement benefits retirement income policy Retirement Income Security retirement plan retirement savings retirement universal security Retirement USA RIPA RIPA's rules Section 415 limits small business owners small employers small firms social security benefits sponsor Subcommittee subparagraph subsection Subtitle sum distributions taxable taxable wage tion universal security arrangement vesting voluntary withdrawals workers
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Стр. 421 - The differences that do exist usually involve "levels" for the entire population resulting from the somewhat larger businesses within the NFIB file. Tables A and B provide comparisons of the estimated universe, the survey sample, and the survey respondents. (The estimated universe measures were drawn from the Small Business Administration's (SBA) Small Business Data Base as published in the annual The State of Small Business Report.) Note on Table A that the industry-by-industry differences in these...
Стр. 73 - I served for many years, on behalf of the US Chamber of Commerce, the world's largest federation of business companies, chambers of commerce, and trade and professional associations.
Стр. 79 - Treasury (which includes the Internal Revenue Service), the Department of Labor, and the Pension Benefit Guaranty Corporation.
Стр. 328 - Director of the Social Security Department of the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW). The UAW appreciates the opportunity to testify before this Subcommittee concerning the proposed "Retirement Income Policy Act of 1985" (HR 3594) and "Retirement Universal Security Arrangements Act of 1985
Стр. 395 - Index having risen by 66% over the period, inflation has changed the value of a specified level of gross too much to compare response classes. However, it can be observed that the largest firms were no more inclined to provide health insurance in 1985 than they were in 1978, and perhaps even a little less. By elimination, the smallest firms then were those left to account for the greater coverage. The overall quality of health insurance plans', ie coverages, costs, deductibles, etc.
Стр. 402 - ... of economics for employers who provide no health insurance. Half of those without insurance either attributed their action to premiums being too high (33%) or to insufficient profitability (20%) — opposite sides of the same proposition. Not surprisingly, these economic reasons were most pronounced among those with coverage for no full-time employees. Another 19% said the firm could not qualify for group coverage, which implies another variant of the cost problem.
Стр. 374 - I appear here today in my capacity as Chairman of the National Coordinating Committee for Multiemployer Plans. The Coordinating Committee...
Стр. 393 - Table 1 PERCENT OF SMALL BUSINESSES PROVIDING SELECTED TYPES OF EMPLOYEE BENEFITS BY BENEFIT TYPE AND PERCENT OF FULL-TIME EMPLOYEES COVERED IN EACH FIRM PERCENT OF FULL-TIME EMPLOYEES COVERED IN EACH FIRM EMPLOYEE BENEFIT Health Insurance Dental Insurance Retirement Plan Paid Vacations Paid Sick Leave Long-Term Disability Life Insurance Education Assistance Employee Discounts Flex-Time Paid Lunch Break Dependent Care Assistance Number of Respondents = 1,439 + includes no answer * less than 0.5%...
Стр. 395 - That implies health e accounted for nearly 75% (in costs) of total voluntary benefits provided . That comparison can be misleading, however. The potential for deception is best illustrated in the less than $100,000 annual gross receipts classification where the health premiums were larger than the total amount of voluntary benefits. The reason was that the total benefit figure was based on the 938 respondents; the total health premium figure was based on the 794 respondents. Nevertheless, it is clear...
Стр. 395 - SMALL BUSINESS.** Sixty-five (65) percent of surveyed small business owners provided health insurance for at least a portion of their full-time employees. Approximately two-thirds (421) carried it for all and one-third (231) carried it for some. Provision was directly related to firm size — the larger the firm, the more likely it was to have employee health insurance. This relationship is clear whether firm size is measured in terms of employees (Table 2) or annual gross receipts (Table 3). **...