ABSTRACT
Employers may now hand out de minimis financial incentives (e.g., a small cash payment or gift card) that are not paid for with plan assets in order to encourage employees to contribute to their plan. Secure Act 2.0 provides a safe harbor from the minimum distribution rule for employers offering a qualified longevity annuity contract, into which a participant may allocate up to $200,000 from their account to make guaranteed payments at the end of an individual's life expectancy. [...]plan sponsors that want to offer catch-up contributions to participants whose earnings exceed $145,000 must offer Roth catch-up contributions. [...]plan sponsors may treat qualified student loan repayments as employee elective deferrals for purposes of matching contributions in a retirement plan.