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Articles by Matthew Hoffman
STAFFING AGENCY EMPLOYEE CONSIDERED A SCHOOL DISTRICT EMPLOYEE FOR TITLE VII CLAIM
Matthew M. Hoffman, Esq., (412) 594-3910, mhoffman@tuckerlaw.com Larkin v. Upper Darby School District, 2024 WL 377812 (E.D. Pa. January 31, 2024) (An employee of a staffing agency placed at a school district was considered an “employee” of the school district for purposes of a Title VII discrimination claim) In 2022, Khalil Larkin worked for a staffing agency, U.S. Medical, which contracted with Upper Darby School District to provide temporary staffing to the school district.
STAFFING AGENCY EMPLOYEE CONSIDERED A SCHOOL DISTRICT EMPLOYEE FOR TITLE VII CLAIM
Matthew M. Hoffman, Esq., (412) 594-3910, mhoffman@tuckerlaw.com Larkin v. Upper Darby School District, 2024 WL 377812 (E.D. Pa. January 31, 2024) (An employee of a staffing agency placed at a school district was considered an “employee” of the school district for purposes of a Title VII discrimination claim) In 2022, Khalil Larkin worked for a staffing agency, U.S. Medical, which contracted with Upper Darby School District to provide temporary staffing to the school district.
Confidentiality Provision of Educator Discipline Act Ruled Unconstitutional
Matthew M. Hoffman, Esq., (412) 594-3910, mhoffman@tuckerlaw.com John Doe v.
Confidentiality Provision of Educator Discipline Act Ruled Unconstitutional
Matthew M. Hoffman, Esq., (412) 594-3910, mhoffman@tuckerlaw.com John Doe v.
Coming to a Retirement Plan Near You in 2024-Long-Term, Part-Time Employees
Quick Hits LTPT employees must be allowed to make elective deferral contributions if they satisfy other eligibility conditions of an employer’s retirement plan. Employers are not required to make employer contributions such as matching or nonelective contributions on behalf of LTPT employees. LTPT employees can be excluded from nondiscrimination and coverage testing. Plan sponsors must amend retirement plans to comply with the SECURE Act and SECURE 2.0 by December 31, 2025.
Coming to a Retirement Plan Near You in 2024-Long-Term, Part-Time Employees
Quick Hits LTPT employees must be allowed to make elective deferral contributions if they satisfy other eligibility conditions of an employer’s retirement plan. Employers are not required to make employer contributions such as matching or nonelective contributions on behalf of LTPT employees. LTPT employees can be excluded from nondiscrimination and coverage testing. Plan sponsors must amend retirement plans to comply with the SECURE Act and SECURE 2.0 by December 31, 2025.
2024 Will See Modest COLAs For Qualified Retirement Plans
On November 1, 2023, the 2024 calendar year cost-of-living adjustments to the contribution and compensation limits for tax-qualified retirement plans were released by the Internal Revenue Service (IRS) in Notice 2023-75. Quick Hits The elective deferral limit for 401(k) and 403(b) plans will increase to $23,000 for 2024, but the catch-up contribution limit remains at $7,500.
2024 Will See Modest COLAs for Qualified Retirement Plans
Quick Hits The elective deferral limit for 401(k) and 403(b) plans will increase to $23,000 for 2024, but the catch-up contribution limit remains at $7,500. The annual contribution limit for defined contribution plans (including deferrals and employer contributions) will increase to $69,000 for 2024. The limitation on compensation that can be taken into account under tax-qualified retirement plans will increase to $345,000 for 2024.
When Retirement Plan Service Providers Use Plan Participant Data For Purposes Unrelated To A Plan: What Employers Need To Know
United States: When Retirement Plan Service Providers Use Plan Participant Data For Purposes Unrelated To A Plan: What Employers Need To Know 11 April 2022 by Kevin L. Burch and Matthew Hoffman Ogletree, Deakins, Nash, Smoak & Stewart Your LinkedIn Connections with the authors There is a growing trend of using participant data to cross-sell financial products unrelated to plan recordkeeping by large recordkeepers and asset custodians of employer-sponsored retirement plans.
When Retirement Plan Service Providers Use Plan Participant Data for Purposes Unrelated to a Plan? What Employers Need to Know | JD Supra
There is a growing trend of using participant data to cross-sell financial products unrelated to plan recordkeeping by large recordkeepers and asset custodians of employer-sponsored retirement plans. In light of the fact that plan fiduciaries are ultimately legally responsible for the management and mismanagement of a retirement plan, this trend to use participant data may raise issues for employers in their role as plan sponsors and fiduciaries.
When Retirement Plan Service Providers Use Plan Participant Data for Purposes Unrelated to a Plan? What Employers Need to Know
There is a growing trend of using participant data to cross-sell financial products unrelated to plan recordkeeping by large recordkeepers and asset custodians of employer-sponsored retirement plans. In light of the fact that plan fiduciaries are ultimately legally responsible for the management and mismanagement of a retirement plan, this trend to use participant data may raise issues for employers in their role as plan sponsors and fiduciaries.
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