- About Us
- Why Summit?
With the continued upward pressure on cost and pricing constraints imposed by Health Care Reform, insurers and health plans are exploring new ways to drive consumer and provider behavior.
In preparation for the Medicare fall open enrollment period, employers sponsoring group health plans that include prescription drug coverage are required to notify all Medicare-eligible individuals whether such coverage is creditable. Creditable coverage means that the coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage.
Not surprisingly, recent surveys indicate that the major employer objective vis-à-vis benefit plans is to control costs. The biggest cost driver is, of course, health insurance, followed by dental plans. Because Life and Disability cost only a fraction of other benefits they are often overlooked in the renewal planning process. However, with good plan design, employers can offer high quality benefits at reasonable and fairly predictable costs.
Summit Benefit Solutions has prepared an updated summary highlighting key provisions of federal health reform in light of recent federal regulation. The Departments of Labor and Health and Human Services, along with the Internal Revenue Service have begun to issue rulings with respect to taxation of coverage for adult children, changes to Flexible Spending Arrangement rules and plan "grandfathering" rules, among other things. Please see this "White Paper" for more detailed information.
This paper provides an updated forward-looking analysis of both fiscal 2010 year-end disclosure results as well as 2011 and 2012 plan year funding requirements for calendar year plan sponsors based on market and yield curve performance through 9/30.
This paper provides a forward-looking analysis of both fiscal 2010 year-end disclosure results as well as 2011 plan year funding requirements for calendar year plan sponsors.
Employees and employers, now more than ever, need to take the appropriate steps to ensure that prudent decisions are made in respect to employees saving at an adequate deferral rate, establishing an appropriate asset allocation mix, and planning to replace income throughout their retirement.
Revenue sharing and its impact on plan participant accounts continues to be a hotly discussed topic within the retirement plan industry, especially in light of recent Supreme Court rulings, class action suits and DOL scrutiny.
On September 27, 2010, the Small Business Jobs Act of 2010 was signed into law. One of the major components of this Act was the ability to convert pre-tax retirement accounts to after-tax Roth accounts within the Plan.
The Health Care and Education Reconciliation Act of 2010
The Patient Protection and Affordable Care Act of 2010
Starting in 2013 high income taxpayers [whose income is at or above $200,000] may be subject to two new Medicare taxes which consist of a 0.9% tax on earned income and self-employment income, and a 3.8% tax on net investment income.
A wide range of tax breaks and incentives are now available for the small business as a result of the recently enacted 2010 Small Business Jobs Act. Read about what tax changes in the new law your business can benefit from.
Beginning this year, you are able to roll over amounts in qualified employer sponsored retirement plan accounts, such as 401(k)s and profit sharing plans, and regular IRAs, into Roth IRAs, regardless of your adjusted gross income (AGI).