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BPM | Employee Benefit Plan Update
BPM’s Pension Group helps both private and public companies check their Employee Benefit Plans (EBP) offerings for compliance with the Department of Labor, ERISA, and IRS rules and regulations. The Firm’s advisors conduct EBP audits throughout the Unites State ranging from 401(k)s including profit sharing and 403(b)s to Defined Benefit Plans (DB) including cash balance and Employee Stock Ownership Plans (ESOP). Let our team make a difference for you. Contact us today or visit us at www.bpmcpa.com/Pension.

For a free expert consultation contact:

Jenise Gaskin
Partner, Assurance
(925) 296-1016

Mike Spence
Partner, Assurance
(408) 961-6303

Services Provided

Profit Sharing
401(k), 403(b)
Defined Benefit Plans
Health & Welfare Plans
Money Purchase

Consulting & Advisory:
Advisory & Fee Analysis
Plan Structure Review
Assistance in Preparing for Audit
Assistance with Self Correction Programs

DOL Fiduciary Rule Rocks Plan Investment Advice Landscape

When the final version of the U.S. Department of Labor’s fiduciary standards rule for advisors to retirement plans was issued in April, the wait for the long-anticipated regulatory package was over. With the benefit of the intervening months, the implications for plan sponsors have become clearer.  Read more.

Perception Isn’t Reality
EBRI Study Reviews Retirement Preparedness

The Employee Benefit Research Institute’s 2016 “Retirement Confidence Survey” provides helpful insights on employee behavior and benchmarking data for plan sponsors striving to help their employees attain retirement readiness. When it comes to retirement preparation, the study indicates that confidence often doesn’t correlate to the underlying facts. Read more.

Advise DB Plan Participants Carefully On Lump Sum Window Opportunities

There are sound reasons why defined benefit plan sponsors may offer participants lump sum payout windows. Principal among them: lowering the plan’s financial exposure, thereby providing greater long-term financial security to participants who elect to stay in the plan. However, the consequences of accepting a lump sum payout can be good or bad for participants. Read more.

Discriminatory Plans That Meet Statutory Requirements

The IRS issued a warning to plan sponsors whose plan designs satisfy numeric antidiscrimination tests, yet still have the effect of steering a disproportionate amount of benefits to highly compensated employees. Read more.


Upcoming compliance deadlines:

  • 9/15 – Extended deadline for corporate tax returns
  • 9/15 – Extended deadline for partnership tax returns
  • 9/30 – Summary Annual Report (SAR) due for Form 5500 that was due July 31, unless extension was granted (for returns extended to October 15, SAR deadline is December 15)

Burr Pilger Mayer, 600 California St., Suite 600, San Francisco, CA 94108
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