Sentences with phrase «sponsored benefits plans»

A longtime provider of legal insurance through employer - sponsored benefit plans, it is today introducing a direct - to - consumer plan, ARAGlegal.com, that will allow consumers to purchase coverage for a range of legal matters for just $ 16.25 a month, plus a per - matter deductible of $ 250.

She also has experience in ERISA litigation on behalf of insurance carriers, employer - sponsored benefit plans, as well as claims and plan administrators.

Unfortunately, few Canadians have access to union - or employer - sponsored benefit plans as generous as Unifor's.

Be sure and review the specific details of how your employer - sponsored benefit plan would cover you, how much it would cost and what advantage if any you might get if you sign a health insurance waiver before you waive your right to the health insurance plan.

The Good: This is an employer - sponsored benefit plan for groups of 3 or more.

SmartAsset's calculator leans on data that users provide regarding all types of savings accounts, including retirement / investment accounts already developed, so for those with a simple savings account or no employer - sponsored benefits plan, like a 401 (k), this could mean skipping over several vital inputs in the calculator and ending up with projections that aren't quite as intuitive as you'd like.

Many Americans have group life insurance coverage as part of their employer - sponsored benefits plan.

FSAs are usually employer - sponsored benefit plans, and you can relate its characteristics to a normal term life insurance.

Not exact matches

Around the same time, a number of defined - benefit plans sponsored by troubled companies, including Nortel Networks, GM Canada and DaimlerChrysler, began to falter in the wake of the 2008 stock - market market meltdown and had to be restructured.

Having a company - sponsored savings plan is an attractive benefit for you, the owner, and prospective employees.

Due to the nature of their jobs, many of these workers miss out on the opportunity to participate in employer - sponsored benefits, such as retirement savings plans.

Express Scripts, which in its role as a pharmacy benefit manager negotiates drug prices and reimbursement on behalf of insurers and employers, «will work with health plans and plan sponsors to decide where they want [Luxturna] on their plans,» Miller said.

«Although there may not be immediate benefit for patients as specific plan sponsors will need to purchase the coverage, this move will make covering medical cannabis simpler than today's exception process and speaks volumes to the broader acceptance and legitimacy of medical cannabis,» he said.

Investors should carefully evaluate Wealthfront's 529 offering compared with their own state - sponsored plan, especially if your state offers a tax deduction or credit to residents who contribute; choosing the Wealthfront 529 would mean giving up that tax benefit.

Sponsors of single employer DB plans are not allowed to reduce accrued benefits except in the context of the bankruptcy of an employer who is sponsoring a plan.

Also, investors who are active or short - term traders would benefit from trading in a retirement account or employer sponsored plan to avoid large capital gains taxes.

Employer sponsored plans also offer tax benefits similar to IRAs, allowing you to avoid taxes on gains you may realize on your investments.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

One of the best benefits of my new job is the employer - sponsored retirement plan.

As a result, you no longer have access to federally sponsored benefits such as deferment, forbearance, income - driven repayment plans, and Public Service Loan Forgiveness.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

Such risks and uncertainties include, but are not limited to: our ability to achieve our financial, strategic and operational plans or initiatives; our ability to predict and manage medical costs and price effectively and develop and maintain good relationships with physicians, hospitals and other health care providers; the impact of modifications to our operations and processes; our ability to identify potential strategic acquisitions or transactions and realize the expected benefits of such transactions, including with respect to the Merger; the substantial level of government regulation over our business and the potential effects of new laws or regulations or changes in existing laws or regulations; the outcome of litigation, regulatory audits, investigations, actions and / or guaranty fund assessments; uncertainties surrounding participation in government - sponsored programs such as Medicare; the effectiveness and security of our information technology and other business systems; unfavorable industry, economic or political conditions, including foreign currency movements; acts of war, terrorism, natural disasters or pandemics; our ability to obtain shareholder or regulatory approvals required for the Merger or the requirement to accept conditions that could reduce the anticipated benefits of the Merger as a condition to obtaining regulatory approvals; a longer time than anticipated to consummate the proposed Merger; problems regarding the successful integration of the businesses of Express Scripts and Cigna; unexpected costs regarding the proposed Merger; diversion of management's attention from ongoing business operations and opportunities during the pendency of the Merger; potential litigation associated with the proposed Merger; the ability to retain key personnel; the availability of financing, including relating to the proposed Merger; effects on the businesses as a result of uncertainty surrounding the proposed Merger; as well as more specific risks and uncertainties discussed in our most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.cigna.com as well as on Express Scripts» most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.express-scripts.com.

The piece makes several excellent points that can benefit all plan sponsors, but presents a view biased toward active management.

RxAdvance's unique value proposition to the plan sponsor is to provide comprehensive drug benefit management services without outsourcing a single critical function.

To accomplish optimal utilization of drug benefit, reduction in overall pharmacy costs, reduction in avoidable drug - impacted medical costs, and optimization of specialty spend, RxAdvance knows that it is critical to engage members, physicians, pharmacists, and plan sponsor's clinical / pharmacy staff in the decision - making process.

Despite this, many companies fail to offer annuity choices within their employer - sponsored plans, the 2018 Retirement Confidence Survey issued by the Employee Benefits Research Institute and Greenwald & Associates found.

Upon approval by plan sponsors, the implementation of the pharmacy benefit through RxAdvance becomes a seamless process that requires minimal manual intervention.

«I work with ERISA and know from experience that working with the fiduciary standard benefits the plan sponsor as well as the employee.»

With fiduciary advisors at the helm, sponsors and participants will benefit from improved plan design and investment options with lower costs, as advisors will be prohibited from designing plans loaded with higher costing options that are not in a plan's best interest.

IRA (Individual Retirement Account): Retirement accounts funded by individuals through their own contributions or by rolling over benefits earned under an employee - sponsored plan.

In this replay, You'll learn the many ways a financial wellness program can benefit you, plan sponsors, and participants; plus, you'll get a game plan to get your financial wellness program up and running — including the necessary tools.

Corporate defined benefit plan sponsors have pulled many levers in recent years in an effort to reduce the financial risk of pension obligations.

DC investment forum On October 5 and 6, Look for MFS» regional DC team members at the Benefits Canada DC Investment Forum in Toronto as they join senior representatives from Canada's largest DC pension plans, consultants and leading providers in discussing how plan sponsors and the DC pension industry can help plan members optimize their outcomes.

There are a limited number of employer - sponsored defined benefit plans (pensions) available as it is, said Henry Ford, principal and senior advisor for LifeSteps Financial, a registered investment advisory firm.

The rapidly expanding gig economy might be good for employers, but freelance working who lack employer - sponsored benefits and retirement plans need help.

While employers would be required to pay one half of the cost of the modest premium increase required to finance an enhanced CPP, companies which sponsor defined benefit pension plans would not face additional costs since the great majority of these plans are fully integrated, meaning that they would pay out less as CPP benefits were increased.

Payroll growth means higher demand for employer - sponsored benefits such as disability insurance, health insurance and access to retirement savings plans.

And for defined benefit plan sponsors, the pension plan expense is as volatile as ever.

A company sponsored retirement plan is one of the best benefits your employer can offer you; but in order to realize the greatest success with this benefit, you need to play an active role.

Great for: Individuals, Employees, 401 (k) Plan participants, Financial Advisors, Insurance Agents, Brokers, Certified Financial planners, CPAs, Employee Benefits consultants, TPAs, Plan Sponsors, 401 (k) Enrollment Meetings, 401k Education, 403b education, IRA savings, Financial Advisers, Registered Representatives.

In the context of cross-selling, the plan sponsor must not cause the plan (or its participants) to pay for investments or administrative services, if it results in free or discounted services or other personal benefits for the plan sponsors.

In this article, they said ERISA Section 406 provides prohibitions against fiduciary self - dealing and that «In accordance with these prohibited transaction rules, a plan sponsor must not use the assets of the plan to benefit itself.

Educational Session # 1: When: June 3rd, Wednesday, 3:15 PM — 4:00 PM Where: Institute 2015 Pre-conference Cybersecurity, Technology and Infrastructure Advancements Forum What: Optimize PBM Value Proposition to Payers through Disruptive Innovation by Terry Ramey, EVP, Business Development and Client Engagement Session Details: PBMs that manage over $ 300 billion of pharmacy benefits for plan sponsors have historically been challenged to support plan sponsors» goals to reduce avoidable drug - impacted medical costs and optimize overall pharmacy costs.

The plans are usually sponsored by states and offer great tax benefits.

Those fortunate enough to have employer - sponsored plans may also enjoy benefits...

Plan sponsors choosing which low - risk investment option to include in their lineup would benefit from a holistic comparison of money market funds and stable value funds.

Those fortunate enough to have employer - sponsored plans may also enjoy benefits such as matching or profit - sharing — increasing the compound interest that makes these types of accounts vital to accumulating enough for life savings.

plans, e.g., 401 (k) Plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company PractiPlan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practiplan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practiplan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

Of workers 56 - 61 years old, 39 percent have no employer - sponsored retirement plan whatsoever and will likely depend entirely on Social Security, which pays an average benefit of $ 1,239 per month.

It seems like its up to your benefits provider to know if your employer sponsored health plan is actually compliant or not.