Sponsors of safe harbor workplace retirement plans now have greater latitude in making mid-year plan amendments, thanks to recent guidance from the Internal Revenue Service.
Safe harbor plans are not required to institute the non-discrimination testing required of typical 401(k) and defined contribution plans.
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Nick Thornton
Nick Thornton is a financial writer covering retirement and health care issues for BenefitsPRO and ALM Media. He greatly enjoys learning from the vast minds in the legal, academic, advisory and money management communities when covering the retirement space. He's also written on international marketing trends, financial institution risk management, defense and energy issues, the restaurant industry in New York City, surfing, cigars, rum, travel, and fishing. When not writing, he's pushing into some land or water.
