Compensation and Benefits
Structuring programs to compete for talent in today’s market
Effective compensation and benefits programs are central to your ability to attract and retain talent in today’s hypercompetitive employment market. The good news? You have more options to choose from than ever before, enabling you to more closely tailor your compensation and benefits programs to your business strategy and to your employees’ needs. But that complexity is also the bad news. How do you choose the right options without creating undesirable tax complications? How do you keep your plans aligned with your strategy in an evolving business environment? How do you deal with the uncertainties and compliance burdens of constantly changing regulations?
At RSM, we understand. We’ve been helping middle market businesses make the right compensation and benefits choices to support their unique strategies for decades. From plan design and implementation to the full range of compliance, tax and reporting challenges you face, we’re ready to help.
The Better Care Reconciliation Act of 2017 is designed to provide states and individuals more health care options.
IRS Chief Counsel issues guidance on foreign deferred compensation plan tied to U.S. deferred compensation plan (a back-to-back plan).
A professional employer organization had control over the payment of wages to employees, making it the statutory employer.
Despite on-going efforts in Congress to repeal and replace the Affordable Care Act, employers with self-insured health plans are still required to pay the annual patient-centered outcomes research (PCOR) fee for plan years ending in 2016 by July 31, 2017.
The June 2017 Tax Court decision in Petersen is a good reminder of the unique tax considerations for S corporations owned by employee stock ownership plans (ESOPs).