Sentences with phrase «many smaller employers»

A defined benefit exchange backed by $ 35 million in venture funding, Liazon offers products that cater to small employers who give workers a fixed amount of money each year toward health coverage.

When it comes to health care, for example, most small employers can only afford to offer their employees one Preferred Provider Organization (PPO) plan.

Small employers often hire family members, neighbors, and friends, and requiring these employers to then jump through the same hoops as a multinational corporation whose CEO resides 1,000 miles away from the majority of her workers is counterintuitive and wildly inefficient.

Your neighbor is in the exact same situation — same point in life, same income — but because he works for a small employer that doesn't offer a 401 (k), he's stuck contributing a paltry $ 6,500 to an IRA.

«This was true for a majority of both small employers (25 to 249 employees) and large employers (more than 250 employees),» according to the survey.

Unfortunately, the study also found that small employers believe their employees to be more engaged with their jobs than they actually are.

But the very small employer thinks about that stuff.

It's hard to see how the Giuliani / Bush plan will have any real impact on small employers.

When the White House announced on July 2 that companies would have an extra year to comply with the Affordable Care Act, lobbying groups representing small employers applauded.

The Small Business Health Options Program (SHOP) is for small employers who want to provide health and / or dental insurance to their employees — affordably, flexibly, and conveniently.

The Affordable Care Act (ACA) has already or will drastically impact employers with 50 or more full - time employees; however, the IRS announced it will be expanding incentives — in the form of a tax credit — to small employers who offer insurance through the exchange to its employees.

Specifically, it will examine how these firms nationwide performed — especially compared to men - owned small employer firms — by assessing their performance and key industries, the credit they sought and received, and the financing and growth challenges that they faced.

The Report will examine business conditions and the credit environment from the perspective of over 2,500 women - owned small employer firms.

SIMPLE IRAs have no operating or administrative costs and are ideal for small employers that can not offer a 401 (k) plan due to costs associated with running such a plan.

MEPs have been floated as a way for small employers to somehow pool resources and negotiate better 401k deals that are supposedly available only to large employers.

It's not just small employer businesses that are expanding internationally.

In fact, many of these non-fiduciary advisors aren't making much by dealing with small employers.

As more small employers opt for low - cost investments, the more pressure that will be placed on fund companies to be competitive on fees.

It's also mandatory for those small employers with less than 50 full - time equivalents that -LSB-...]

Retirement experts hope that robo - advisors can also help more small employers offer retirement plans at a lower cost.

Critics of the Labor Department's rule have argued that requiring advisors to serve as fiduciaries to the small and midsize plan market will negatively affect access to 401 (k) plans at a time when policymakers at the federal and state level are crafting and passing legislation intended to broaden access to retirement savings for employees of small employers.

It is ideally suited as a start - up retirement savings plan for small employers not currently sponsoring a retirement plan.

A SIMPLE IRA is a plan often used by small employers or the self - employed.

Self - employed individuals or small employers seeking an alternative to a 401 (k) plan and the flexibility to change contributions annually

But while big companies may be able to absorb wage shifts, it's a different decision - making process for smaller employers — even if those Main Street businesses were founded on admirable principles.

But the laws are not a perfect solution for professionals, as Emma Plumb writes at 1 Million for Work Flexibility: «In all cases, employers have the right to refuse requests for flexibility on business grounds, and small employers are exempted from the laws in some countries.»

Individual Retirement Account (IRA)- Many smaller employers offer an IRA option, or you can open your own IRA.

Small employers are no less concerned about workers than large employers.

Small business clients will be able to offer qualified small employer health reimbursement arrangements (QSEHRAs) beginning in 2017.

And if you're employed by a business or organization not covered by breastfeeding laws, even these small employers are growing more understanding of breastfeeding benefits and family - work balance.

HM Revenue & Customs (HMRC) have announced today that they will exempt small employers with 49 or fewer staff from being issued with automated PAYE real - time information (RTI) late filing penalties until March 2015.

If the TA were reinstated as Haldane intended and governments curtailed their love of military adventurism, small employers would not need to fear employees joining.

«While firm details remain elusive on the paid leave and minimum wage proposals, it is becoming clear that the path Albany is taking will be disastrous for New York's small employers,» said NFIB State Director Mike Durant.

Business owners say that a session that saw the minimum wage increase, to eventually $ 15 an hour in New York City and $ 12.50 upstate, along with a phased - in partial paid family leave, will be costly to smaller employers who operate on the edge in a shaky economy.

«However, the universal credit proposals seem to fly in the face of simplicity when it comes to the reporting requirements being imposed on small employers and the self - employed.

Business owners say that a session that saw the minimum wage increase to eventually $ 15 in New York City and $ 12.50 upstate, along with a phased - in partially paid family leave, will be costly to smaller employers who operate on the edge in a shaky economy.

The reinstatement provisions alone — holding a job for up to 12 weeks — were deemed too burdensome for small employers.»

«Congress, when contemplating the FMLA, gave great consideration to the burdens such a law would put on small employers.

The Chartered Institute of Taxation (CIOT) is calling for a permanent relaxation of PAYE reporting requirements for small employers.

And small employers don't trigger the mandate.

Senate Republicans like Flanagan have expressed concern that smaller employers won't be able to afford the increase in pay for workers.

Martins asked E.J. McMahon, president of the fiscally conservative think tank, the Empire Center, how the transition to a higher wage could adversely affect smaller employers, versus the large chain stores like a Walmart or Home Depot.

Each has consistently shown a commitment to strongly stand up for small employers.»

· some small employers have had permission to submit their RTI submissions late which means the figure HMRC have lifted from their records for tax credit purposes might not be the correct figure and you will need to check.

«The Institute welcomes this delay until March 2015 as regards the issuing of automated PAYE RTI late filing penalties for small employers.

In March 2013 HMRC announced that they were making a significant relaxation to the Real Time Information (RTI) PAYE reporting requirements for small employers for a limited period.

Over half of the respondents replied that small employers should be allowed to opt out of RTI reporting, saying their clients found it too prescriptive, time consuming, and even unworkable.

HMRC removed a temporary easement for small employers and replaced it with a further temporary easement for micro-employers (employing nine or less staff) enabling them to report PAYE information on or before the last pay date of each month until April 2016.

Smaller employers, in particular, need a longer period of time to adjust to PAYE and other administrative changes because they have very limited resources which are primary geared to servicing their clients and customers.

Plans to extend flexible working for parents of children up to 16 will present difficulties for smaller employers and the FSB had urged a pause on the extension to this legislation given the already difficult economic climate.