Making Limits Greater Again – IRS Issues Guidance on Cost of Living Adjustments
Matthew P. Chiarello • November 13, 2018
| The IRS recently announced cost-of-living adjustments for 2019 in Notice 2018-83 and related guidance. The key dollar limits for qualified retirement plans and health and welfare plans are noted below. Qualified Retirement Plan Dollar Limits |
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| 2018 | 2019 | |
| Limit on Section 401(k) deferrals (Section 402(g)) | $18,500 | $19,000 |
| Dollar limitation for catch-up contributions (Section 414(v)(2)(B)(i)) | $6,000 | $6,000 |
| Limit on deferrals for government and tax-exempt organization deferred compensation plans (Section 457(e)(15)) | $18,500 | $19,000 |
| Annual benefit limitation for a defined benefit plan (Section 415(b)(1)(A)) | $220,000 | $225,000 |
| Limitation on annual contributions to a defined contribution plan (Section 415(c)(1)(A)) | $55,000 | $56,000 |
| Limitation on compensation that may be considered by qualified retirement plans (Section 401(a)(17)) | $275,000 | $280,000 |
| Dollar amount for the definition of highly compensated employee (Section 414(q)(1)(B)) | $120,000 | $125,000 |
| Dollar amount for the definition of a key employee in a top-heavy plan (Section 416(i)(1)(A)(i)) | $175,000 | $180,000 |
| Dollar amount for determining the maximum account balance in an ESOP subject to a five-year distribution period (Section 409(o)(1)(C)(ii)) | $1,105,000 | $1,130,000 |
| SIMPLE retirement account limitation (Section 408(p)(2)(E)) | $12,500 | $13,000 |
| Social Security Taxable Wage Base | $128,700 | $132,900 |
| Health and Welfare Plan Dollar Limits |
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| 2018 | 2019 | |
| Annual Cost Sharing Limit (self-only coverage) | $7,350 | $7,900 |
| Annual Cost Sharing Limit (other than self-only coverage) | $14,700 | $15,800 |
| HDHP Out-of-Pocket Maximum (self-only coverage) | $6,650 | $6,750 |
| HDHP Out-of-Pocket Maximum (family coverage) | $13,300 | $13,500 |
| Annual HDHP Deductible (self-only coverage) | Not less than $1,350 | Not less than $1,350 |
| Annual HDHP Deductible (family coverage) | Not less than $2,700 | Not less than $2,700 |
| Maximum Annual HSA Contributions (self-only coverage) | $3,450 | $3,500 |
| Maximum Annual HSA Contributions (family coverage) | $6,900 | $7,000 |
| Maximum HSA Catch-Up Contribution | $1,000 | $1,000 |
| Health Flexible Spending Account Maximum | $2,650 | $2,700 |
Employee burnout has become an epidemic in today’s modern workplace. So much so that the World Health Organization (WHO) officially recognizes it as an “occupational phenomenon.”1
While many used to consider mounting workplace stress an individual employee problem, these days, it’s become an employer’s responsibility to prevent burnout before it hurts productivity and business performance—not to mention your employees’ physical and mental health.
Luckily, you can prevent burnout from affecting your workforce in several ways. This article will explore the causes and signs of employee burnout and the steps you can take to create a positive work environment where employees feel safe from toxic stress levels.
If you're a small business owner, you may have heard of the acronym PCORI and the fees that come with it. But what is PCORI, and how does it apply to your organization?
Under the Affordable Care Act (ACA), sponsors of self-insured health plans must pay a fee to fund the federal Patient-Centered Outcomes Research Institute (PCORI). PCORI is an independent organization the ACA created to conduct research to help healthcare consumers make better decisions for their specific needs and outcomes. It also performs research related to clinical effectiveness.
Employers offering a self-insured medical reimbursement health plan, such as a health reimbursement arrangement (HRA), must pay this fee by July 31 each year via Form 7201. This fee was initially set to expire in 2019, but Congress extended it through September 30, 20292, due to the Further Consolidated Appropriations Act of 20203.
