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. 6
... rules are being rewritten one more time . Many people have expressed a tremendous amount of frustration , that they don't want to go ahead with retirement plans , not because of the cost of setting up the plan and funding the plan , but ...
... rules are being rewritten one more time . Many people have expressed a tremendous amount of frustration , that they don't want to go ahead with retirement plans , not because of the cost of setting up the plan and funding the plan , but ...
Стр. 17
... in existing small business pension plans . Many small plans are currently subject to the " top - heavy " rules -10- 3 vest more rapidly than normal . The Committee which ensure that workers receive minimum pension benefits that 17.
... in existing small business pension plans . Many small plans are currently subject to the " top - heavy " rules -10- 3 vest more rapidly than normal . The Committee which ensure that workers receive minimum pension benefits that 17.
Стр. 18
... rules based largely on plan size in place in a bill purporting to establish consistent policy for employer sponsored plans . Once the kinds of benefit protections provided to employees of small firms through the top - heavy rules are ...
... rules based largely on plan size in place in a bill purporting to establish consistent policy for employer sponsored plans . Once the kinds of benefit protections provided to employees of small firms through the top - heavy rules are ...
Стр. 19
... rules as one of the most onerous regulatory burdens on small plans , second only to ERISA's reporting and disclosure requirements . In its consideration of RIPA , the Committee must carefully examine the continuing need for the top ...
... rules as one of the most onerous regulatory burdens on small plans , second only to ERISA's reporting and disclosure requirements . In its consideration of RIPA , the Committee must carefully examine the continuing need for the top ...
Стр. 22
... Rules for Retirement Plans To be a qualified retirement plan , RIPA requires benefits to be distributed in " retirement income " form . In general , this means that benefits must be payable in annuity form or that accrued benefits must ...
... Rules for Retirement Plans To be a qualified retirement plan , RIPA requires benefits to be distributed in " retirement income " form . In general , this means that benefits must be payable in annuity form or that accrued benefits must ...
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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). **...