Please join us as we explore the practical implications of Section 409A and discuss steps for designing, modifying and administering deferred compensation arrangements to ensure compliance. We will cover the critical actions required in 2009 to identify, and ultimately to amend or correct, affected arrangements.
Thursday, October 22, 2009
Registration and Networking – 7:30 a.m. to 8:00 a.m.
Breakfast and Program – 8:00 a.m. to 9:00 a.m.
Brownstein Hyatt Farber Schreck
21st Floor Conference Room
410 Seventeenth Street
Denver, CO 80202-4432
Click here for map
Sweeping changes under Section 409A of the Internal Revenue Code became effective this year and forever change nonqualified deferred compensation plans. This new rule also impacts other compensation arrangements, such as severance plans, employment and change-in-control agreements and bonus arrangements.
Employers must vigilantly monitor their deferred compensation arrangements during this year and beyond to ensure 409A compliance in plan operation and documentation, including modifications. Failure to comply with the 409A final regulations can result in severe financial penalties, including immediate income tax assessments, interest and a 20% additional tax. Newly issued IRS correction procedures may provide limited relief for operational failures under 409A.
RSVP to firstname.lastname@example.org or 303.223.1123 by Friday, October 16.