The Savitz Organization is a full-service employee benefits firm. We work in partnership with our clients to optimize the design, financing and delivery of their retirement and health care programs. Based in Philadelphia, with offices in Atlanta and Boston, we have been servicing clients nationwide for over 40 years. We work with a broad range of both large and small employers, including public and private corporations, tax-exempt entities and multi-employer groups.

Visit us at www.savitz.com.
Now That Open Enrollment Is Over...A 2009 Game Plan to Comply With Regulatory Changes
Many new regulatory changes require health and welfare plan compliance now or in the near future. As the new administration begins rolling out its initiatives, we're seeing this list grow. For instance, the signing of the American Recovery and Reinvestment Act (also known as the "Stimulus Bill") into law on February 17 adds significantly to employers' "to do lists". It's time to clear your desk and seize the opportunity to review your programs and optimize them from the standpoint of compliance, administration, and design.
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Deferred Compensation Compliance Under 409A
Although the new rules for deferred compensation plans were initially issued several years ago, more stringent compliance is in order beginning in 2009. Following a few years of transition relief and good faith compliance, now it is important to make sure your plans are operating in full compliance.
Learn More
Retiree Benefit Integration
In recent years many companies have trimmed back their retiree benefits – both pension and medical – especially for future employees and recent hires. But even in those cases, retiree benefit administration does not disappear overnight. Most employers are still faced with managing plans for legacy retirees and long-tenure employees. One way to reduce costs and improve service is to ensure optimal integration of pension and retiree health plan administration.
Discover some ideas on how to achieve that integration
Pension Funding Relief
The Pension Protection Act (PPA) of 2006 was landmark legislation that completely revamped the defined benefit plan funding rules. The genesis was, at least in part, the adverse economic conditions that existed early in this decade. Dubbed the “perfect storm”, the combination of historically low interest rates and significant asset losses severely depressed plan funding levels and heightened the scrutiny of pension funding rules. Unfortunately, we are currently embroiled in an economic climate that makes the “perfect storm” seem like a summer squall.
Learn how current economic conditions and recent legislation could impact your pension funding requirements
IRS Correction Programs
If you provide a tax-qualified retirement plan for your employees, it is almost inevitable that at some point something will go awry. For one, there are so many rules – and they are quite complex! Unless every aspect of your plan is managed by professionals, it is quite a challenge to get everything right all the time. The good news is that the IRS has established a program which allows plan sponsors to fix most errors and avoid significant adverse consequences.
Learn more to see if you can take advantage
Changes to Distribution Requirements for 2009
If nothing else, 2008 will be known as the year in which the financial markets ravaged the security of our retirement savings in an unprecedented fashion. To allow retirees to avoid selling assets while the market is down, the recent pension relief law waives the requirement for defined contribution plans to make 2009 Required Minimum Distributions (age 70½ distributions).
Learn more about the temporary relief from the minimum distribution requirements
Multi-employer Plan Funding Relief
A law called WRERA (the “Worker, Retiree and Employer Recovery Act of 2008”), signed into law in December, offers some funding relief to sponsors of multiemployer pension plans, providing time to recover from recent market declines. Note that Trustee authorization is required to take full advantage. Trustees should also keep in mind that the relief from WRERA will only last a year and should look ahead to 2010 and beyond.
Learn more and kick-start your planning

Plan Consulting and Administration
Our consulting group provides actuarial, design and compliance services tailored based on client need and plan profile.
Our administrative outsourcing service enables employers to provide improved service to plan participants, typically at lower cost and with reduced risk.
Retirement and Health Plans
In the retirement area - Our actuarial and administrative expertise spans the spectrum of traditional pensions, 401(k) plans and retiree health benefits.
In the group benefits area - We provide consulting, brokerage and administration services for the full suite of employee health and welfare plans.
The intended audience of this email Newsletter consists of clients, and other contacts, of The Savitz Organization. It provides general information which may be of interest to employers. It is not intended to be relied upon as complete information, nor should it be relied upon as specific tax or legal advice. While every attempt is made to ensure accuracy, we do not warranty the accuracy of the information. To the extent this email message concerns tax matters, it is not intended to be used and cannot be used by a taxpayer for the purpose of avoiding penalties that may be imposed under the Internal Revenue Code or applicable state or local tax law provisions.