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Employee Benefit Plans / 401(k)

Maintain your competitive edge and stay up-to-date on current industry topics with Templeton & Company’s thought provoking blog articles.

Employers can lighten their administrative burden with a SEP plan

When employers’ leadership teams gather to discuss sponsoring a retirement plan, “How about a 401(k)?” is usually among the first questions asked. But it’s essential

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Tightening up your employment tax compliance process

If your organization has been operational for a while, you’re no doubt well acquainted with employment taxes. However, it’s important to stay vigilant regarding compliance.

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An overview of plan documents and SPDs for employers

Most employer-sponsored retirement and welfare benefit plans are subject to the federal Employee Retirement Income Security Act (ERISA). These include health insurance coverage and qualified

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Employers must stay on top of 401(k) eligibility rules

Employers of all types and sizes continue to sponsor 401(k) plans to attract job candidates and help employees save for retirement. Sure, there are other

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Overtime oversight: A review for employers

For employers, overtime pay has long been a tricky issue. On the one hand, needing employees to put in extra hours may indicate a productive

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Employers: Don’t let compliance issues undermine your wellness program

Wellness programs are a firmly established way for employers to educate employees about physical, mental and emotional well-being while providing ways to engage in healthful

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Creating a unified skills taxonomy: What employers need to know

Today’s employers face serious challenges in areas such as workforce planning, talent development and financial performance. A common factor among them is skills. Employees’ skill

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What’s a safe harbor 401(k)? Insights for employers

When employers are ready to sponsor a qualified retirement plan, a 401(k) is often the first one that springs to mind. However, many small to

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Employers must stay sharp on their COBRA responsibilities

Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), employers with 20 or more employees that sponsor a group health insurance plan must offer “continuation coverage.”

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