Market Areas > Human Resources > Filing 5500 Schedule C

Filing 5500 Schedule C: Ensuring Compliance with Disclosure and Reporting Requirements

Course Description:

Are you prepared to file an accurate 2009 Schedule C to Form 5500?

The DOL has substantially revised Schedule C to the Form 5500.  In fact, the new Schedule C, which some plans will be filing as soon as July 31st for the 2009 plan year, requires much more detailed fee disclosure.

The intent of revised Schedule C reporting is to improve fee disclosure and to encourage plan fiduciaries to investigate and understand plan fees.  The reality, however, may be increased confusion, paperwork, and risk.

Filing an accurate 2009 Schedule C is not something you can leave to chance— penalties can reach up to $1,100 per day for failure to file a complete Form 5500. 

Before the first filing of the new Schedule C make sure you have a firm grasp on what’s required and how to eliminate costly errors.  During this comprehensive audio conference our experienced employee benefits advisors will provide guidance on what to report (and how) on the 2009 Schedule C for Form 5500.

Program Highlights:

• Changes and reporting requirements to the 2009 Form 5500 Schedule C
• Indirect compensation: Demystify the complexities around these compensation arrangements
• Learn when an “alternative reporting option” is appropriate
• Learn what disclosures you need to have – and where they may come from
• Understand what types of compensation qualify as "eligible indirect compensation"
• Record-keeping requirements for plan administrators

Featured Faculty:

Randy L. Gegelman, Partner, Faegre & Benson

Randy Gegelman is the practice team leader of our Employee Benefits and Executive Compensation practice. He has over 20 years experience in the employee benefits and executive compensation areas, including experience with qualified and non-qualified plans of deferred compensation, stock-based compensation arrangements, and executive contracts and compensation. He has special expertise in stock-based 401(k) plans, hybrid pension plans, executive compensation arrangements and international pension issues. He also represents financial institutions that offer product and services into this employee benefits market.

Peggy D. Lin, Associate, Faegre & Benson

Peggy assists employers with a range of employee benefit and executive compensation issues. She advises employers on design and compliance issues associated with qualified retirement plans, including defined benefit and cash balance pension plans, 401(k) plans, employee stock ownership plans and other tax-favored retirement vehicles. Peggy has focused experience with qualified domestic relations orders, issues connected with benefit plan administration, benefit plan claims, required minimum distributions, and other tax law compliance issues for defined benefit and defined contribution plans. She also advises investment managers and service providers on compliance with ERISA's prohibited transaction rules and assists employers with benefits issues that arise in mergers and acquisitions.

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

Pricing:

Unable to Attend?  Order the CD!
Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

HRCI - Receive 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. "The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit."

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