Timothy Sumer

Doug Tashma, RMC Group's Executive Vice President of Operations, explains how you could tell your clients that they can make substantially higher contributions to a qualified retirement plan AND completely eliminate market risk - all on a tax favored basis? Watch to find out! . . Contact RMC Group at 239-298-8210 to get a plan started today! . . Facebook: Twitter: Instagram: LinkedIn: Website: Email Address: rmc@rmcgp.com Phone Number: 239-298-8210... ( read more ) LEARN MORE ABOUT: Qualified Retirement Plans REVEALED: How To Invest During Inflation HOW TO INVEST IN GOLD: Gold IRA Investing HOW TO INVEST IN SILVER: Silver IRA Investing Make Substantially Higher Contributions to a Qualified Retirement Plan! When it comes to planning for retirement, many individuals dread the thought of not having enough funds to live comfortably during their golden years. However, there is a strategic way to maximize your retirement savings and ens

For employers who are considering layoffs or reductions in force, or for employees who've been subject to one, what are the implications? When do retirement plan benefits become 100% vested during periods of large employee layoffs?... ( read more ) LEARN MORE ABOUT: Qualified Retirement Plans REVEALED: How To Invest During Inflation HOW TO INVEST IN GOLD: Gold IRA Investing HOW TO INVEST IN SILVER: Silver IRA Investing Partial plan terminations are a common occurrence in retirement plans. A partial plan termination occurs when a portion of the plan is terminated and the participants affected by the termination are no longer eligible to participate in the plan. This can happen for a variety of reasons, including when a company is downsizing, when a plan sponsor decides to terminate a portion of the plan, or when a plan sponsor is unable to meet its fiduciary obligations. When a partial plan termination occurs, the plan sponsor must notify the affec

The last health insurance mandate that we will discuss covers employers who provide a group retirement plan and/or group health and welfare plans of basically any type, including medical, dental, vision, life insurance and others. Employee Retirement Income Security Act (ERISA) guidance must be followed in any of these cases Any organization that provides retirement or health and welfare plans must provide a document called a Summary Plan Description (SPD) telling beneficiaries about the plan and how it works—in plain language that the average employee can understand. The organization also has to provide similar information whenever the plan changes significantly and send an annual report to members, as well as meet some other requirements. A major provision of ERISA is guidance on retirement (pension) plan eligibility. If the company provides employees with a retirement plan, the guidelines in ERISA say that the plan has to be available to all employees over 21 years of