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Employee Info Center
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- Employee Mobile App
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- What Does AdvanStaff HR Do For You?
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- Employee Portal (ESS)
- Employee Self-Service Portal Access
- Employee Social Security Number (SSN) Edits
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- How does a new hire employee begin paperless onboarding ?
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- How does a new hire employee begin paperless onboarding ?
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- What is the status of my job application?
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- All Benefits & Perks
- AT&T Wireless Discounts
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- All Benefits & Perks
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- Group & Voluntary Life Insurance Coverage for Dependents (MetLife)
- Group Dental Insurance (MetLife)
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- Voluntary Health: Physician, Urgent Care, Hospital, Dental, Vision, and Wellness Benefits, Inpatient, $0 Telemed (Hooray Health)
- WellCall360 - Voluntary Wellness + 0$ Tele-med, Rx, Dental, Vision (Hooray Health)
- Whole Life Insurance with Long-Term Care
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- Voluntary Benefit Programs
- Short-term and Long-term Disability Insurance (MetLife)
- Group & Voluntary Life Insurance Coverage for Dependents (MetLife)
- Accident Insurance (MetLife)
- Critical Illness Insurance (MetLife)
- Hospital Indemnity Insurance (MetLife)
- Instant Decision, Affordable Life Insurance
- Whole Life Insurance with Long-Term Care
- MetLaw Legal Plans
- MetLife Aura Identity Theft Plans
- MyPetProtection Insurance
- Voluntary Health: Physician, Urgent Care, Hospital, Dental, Vision, and Wellness Benefits, Inpatient, $0 Telemed (Hooray Health)
- WellCall360 - Voluntary Wellness + 0$ Tele-med, Rx, Dental, Vision (Hooray Health)
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- Flex Spending Accounts
- How To Save On Medical costs
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- FSA - Member Portal (year 2020 and previous)
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Manager Info Center
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- Employee Onboarding
- Workers Compensation Program and Policy Administration
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- Applicant Tracking System (ATS)
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- Secure 2.0
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- Affordable Care Act (ACA) Compliance
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- Employee Onboarding
- How does a new hire employee begin paperless onboarding ?
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- RE-HIRES
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- All Benefits & Perks
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- Group & Voluntary Life Insurance Coverage for Dependents (MetLife)
- Voluntary Benefit Programs
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- Workers Compensation Program and Policy Administration
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- WC CLAIMS FORMS BY STATE
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- Document Management System (DMS)
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- Manager Portal Training - The Basics
- Manager Training Video Library
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Educational Resources
Slavic Webinar Recordings
Employer Notice
The following notice is the Slavic notice to EMPLOYERS of businesses for the automatic enrollment requirement for January 1, 2025.
Slavic Webinar Recordings
Slavic Notices for Automatic Enrollment
The following notice is the Slavic notice to employees of businesses with the automatic enrollment requirement for January 1, 2025.
Employees can OPT-OUT of automatic Enrollment here:
Intro to SECURE 2.0
The Securing a Strong Retirement Act of 2022 (SECURE 2.0) has emerged as a significant milestone in improving small businesses’ access to retirement benefits. SECURE 2.0 builds on the initial 2019 SECURE law and focuses on retirement savings, such as 401(k) and 403(b) plans and individual retirement accounts (IRAs). The comprehensive rule was enacted on Dec. 29, 2022, and many of its provisions apply specifically to small businesses with 100 or fewer employees.
A survey by ShareBuilder 401k revealed that only one-quarter (26%) of small businesses offer 401(k) plans. Many respondents stated that they didn’t offer plans because they thought their business was too small to qualify, they couldn’t afford to match contributions, and retirement plans were too expensive to set up and manage. Fortunately, by embracing new provisions offered through SECURE 2.0, small businesses can better support workers’ retirement plans.
Understanding SECURE 2.0 Provisions
Congress passed SECURE 2.0 to improve small businesses’ access to retirement benefits, improve retirement rules, and encourage more retirement savings. The act contains more than 90 retirement-related provisions, so consider these seven favorable provisions impacting small businesses:
The startup credit will cover 100% (up from 50%) of administrative costs up to $5,000 for the first three years of plans established by employers with up to 50 employees. Small businesses joining a multiple employer plan (or MEP) are also eligible for the credit. The tax credit offering incentivizes employers by limiting the administrative burdens of establishing and managing retirement plans.
Starting in 2024, employers who don’t already offer retirement plans can offer a starter 401(k) or safe harbor 403(b) plan to employees who meet age and service requirements. The starter plan provides an ideal first step for small businesses since employers aren’t required to match contributions. With this provision, even the smallest businesses can offer their employees something to help with retirement. Through this provision alone, the American Retirement Association estimates that 19 million workers will gain access to a workplace retirement plan.
Beginning in 2025, many 401(k) and 403(b) plans will be required to enroll eligible participants automatically; however, employees may opt out of coverage. Remember, there’s an exception for small businesses with 10 or fewer employees and new businesses under 3 years old. The expansion of automatic enrollment is meant to help workers—especially younger and lower-paid workers—save for retirement.
Required minimum distribution (RMD)—At a certain age, savers must start withdrawing a minimum amount from specific retirement accounts, including 401(k) and traditional IRAs. Since Jan. 1, 2023, a provision for later-stage savers increased the RMD age to 73—and, in 2033, the RMD age will increase to 75. Furthermore, starting this year, Roth contributions won’t be included when calculating the RMD.
Starting in 2025, employers will be required to allow part-time employees with more than 500 hours per year after two consecutive years of service to participate in their retirement plan. Employees exceeding 1,000 hours of service will be included in plans after one year of service. This will increase the number of workers eligible to contribute to employer-sponsored retirement plans.
Individuals with student loans can balance saving for retirement and repaying student loans instead of choosing one or the other. Starting in 2024, when a borrower makes a qualified student loan repayment, their employer may match that amount by contributing to a 401(k) plan, 403(b) plan or SIMPLE IRA.
A 529 plan (or college savings account) is a tax-advantaged plan used to pay for education expenses. Starting January 2024, 529 beneficiaries can roll up to $35,000 to a Roth IRA from a 529 plan if it’s been open for at least 15 years.
Previously, 529 accountholders faced taxes and penalties for nonqualified withdrawals, so this change allows beneficiaries to roll leftover 529 funds (e.g., unused educational funds) to the beneficiary’s Roth IRA to help save for retirement.
Although complex, SECURE 2.0 presents many opportunities for small businesses to strengthen their employee benefits and support the overall financial well-being of their workforce. Employers must stay informed on SECURE 2.0 changes and be proactive in their adoption. AdvanStaf HR is here to help.
