Brian Tiemann
Subscribe to Brian Tiemann's PostsBrian J. Tiemann counsels public and private companies on a broad range of employee benefit matters, including matters related to pension plans, 401(k) plans and executive and incentive compensation. He advises plan fiduciaries with respect to their fiduciary duties, investment policies and alternative investments. He also advises multinational clients on global employee benefits matters, particularly with respect to global incentive compensation plans. Brian has extensive experience negotiating investment management agreements and service provider agreements. Read Brian Tiemann's full bio.
How Employers Can Aid Employees Impacted by the LA Wildfires
By Brian Tiemann and Jennifer Hill on Jan 16, 2025
Posted In Employee Benefits, Employment
Over the past two weeks, wildfires have caused substantial loss and damage to homes and communities in Los Angeles, California, and the surrounding areas. In the wake of such devastation, employers may seek opportunities to provide financial assistance to impacted employees. Fortunately, the Internal Revenue Service (IRS) has outlined various ways for employers to provide...
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Government Announces 2025 Employee Benefit Plan Limits
By Jeffrey Holdvogt, Jacob Mattinson and Brian Tiemann on Nov 5, 2024
Posted In Employee Benefits, Health and Welfare Plans, Retirement Plans
The Internal Revenue Service (IRS) has announced the cost-of-living adjustments to the applicable dollar limits for various employer-sponsored retirement and welfare plans for 2025. Most of the dollar limits that are subject to adjustment for cost-of-living increases will increase for 2025. The Social Security Administration released separate adjustment amounts. See the amounts here.
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NQDC Complications and Best Practices
By Brian Tiemann and Lisa Loesel on Jun 20, 2024
Posted In Employee Benefits, Retirement Plans
A nonqualified deferred compensation (NQDC) plan is a powerful employee benefits tool. However, NQDC plans can create complications for plan administrators and participants. In this PLANADVISER article, Brian Tiemann and Lisa Loesel highlight several potential NQDC plan pitfalls and offer strategies to mitigate these hazards. Access the article.
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Webinar Replay: New Employee Benefits Requirements for Part-Time Employees, Independent Contractors
By Brian Tiemann and Joseph K. Mulherin on Apr 9, 2024
Posted In Employee Benefits, Retirement Plans
If you employ part-time workers and/or engage independent contractors, sit up and take note: 2024 brings significant changes to how you must manage your workforce. The US Department of Labor’s (DOL) revised Independent Contractor Rule introduces additional uncertainty as to how the agency and perhaps courts will decide independent contractor misclassification disputes. Provisions of the...
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New Rules Make Tracking Long-Term, Part-Time Employee Service a Full-Time Job
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Feb 15, 2024
Posted In Employee Benefits, Retirement Plans
Under the SECURE Act and the SECURE 2.0 Act, employers must provide so-called long-term, part-time employees – i.e., those who complete at least 500 hours of service in three consecutive years (reduced to two years in 2025) and are at least 21 years old – the opportunity to make elective deferrals under their 401(k) plans and,...
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This Is Not a Test! IRS Confirms Long-Term, Part-Time Employees Excludible From Certain Nondiscrimination Testing
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Feb 13, 2024
Posted In Employee Benefits, Retirement Plans
Under the SECURE Act and the SECURE 2.0 Act, employers must provide long-term, part-time employees the opportunity to make elective deferrals under their 401(k) plans and, beginning in 2025, their 403(b) plans. When this occurs, certain special rules apply to such employees that impact whether they must be included in annual nondiscrimination testing or receive...
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When It Comes to Vesting, IRS Says Once a Long-Term, Part-Time Employee, Always a Long-Term, Part-Time Employee
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Feb 8, 2024
Posted In Employee Benefits, Retirement Plans
Under the SECURE Act and the SECURE 2.0 Act, employers must provide long-term, part-time employees – i.e., employees who complete at least 500 hours of service in three consecutive years (reduced to two years in 2025) and are at least 21 years old – the opportunity to make elective deferrals under their 401(k) plans and,...
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IRS Confirms Same Hours-Counting Rules Still Add Up for Long-Term, Part-Time Employees
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Feb 6, 2024
Posted In Employee Benefits, Retirement Plans
Following the SECURE Act and the SECURE 2.0 Act, employers must now offer employees who work at least 500 hours within three (reduced to two beginning January 1, 2025) consecutive 12-month periods an opportunity to make elective deferrals to their 401(k) plans and, beginning in 2025, their 403(b) plans. This new long-term, part-time employee rule...
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Under Long-Term, Part-Time Employee Rules, Some Things Change, and Some Things Stay the Same
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Feb 2, 2024
Posted In Employee Benefits, Retirement Plans
Together, the SECURE Act and the SECURE 2.0 Act require employers to offer employees who work at least 500 hours within three (reduced to two beginning January 1, 2025) consecutive 12-month periods an opportunity to make elective deferrals to their 401(k) and, beginning in 2025, their 403(b) plans. In doing so, the new rule raises...
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A Long-Term, Part-Time Employee or a Former Long-Term, Part-Time Employee, That Is the Question
By Sarah L. Engle, Brian Tiemann, Haley Dow and Scott Kenkel on Jan 30, 2024
Posted In Employee Benefits, Retirement Plans
Under the SECURE Act and SECURE 2.0 Act, employers must provide long-term, part-time employees the opportunity to make elective deferrals under their 401(k) plans and, beginning in 2025, their 403(b) plans. Under the new rules, long-term, part-time employees include those employees who complete at least 500 hours of service in three consecutive years (reduced to...
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