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EMPLOYEE HANDBOOKRevised, December 2016Table of Contents LETTER FROM THE PRESIDENT .............................................................................................. 6 INTRODUCTION ..........................................................................................................................
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How to fill out non-discrimination testing

01
Gather all relevant information for the non-discrimination testing, such as employee data, compensation data, and benefit data.
02
Identify the specific non-discrimination rules that apply to your organization, such as those related to age, race, gender, or disability.
03
Analyze the data to determine if any disparities exist that could indicate non-compliance with the non-discrimination rules.
04
If disparities are found, take corrective actions to address the issues and ensure compliance. This may involve adjusting compensation or benefits, implementing new policies, or providing additional training.
05
Document all steps taken during the non-discrimination testing process, including the findings, actions taken, and any follow-up measures.
06
Regularly review and update your non-discrimination testing procedures to ensure ongoing compliance with changing regulations and business needs.

Who needs non-discrimination testing?

01
Employers or organizations that offer employee benefits such as retirement plans, health insurance, or flexible spending accounts.
02
Companies that have more than a certain number of employees, depending on the specific regulations in their jurisdiction.
03
Organizations that receive federal funding or contracts, as they are typically required to demonstrate compliance with non-discrimination laws.
04
Businesses that value fairness, diversity, and equal opportunities for all employees and want to ensure they are not engaging in discriminatory practices.
05
Industries or sectors that have historically faced or continue to face discrimination challenges, such as technology, finance, or healthcare.
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Non-discrimination testing is a process used to ensure that employee benefit plans do not discriminate in favor of highly compensated employees.
Employers who offer employee benefit plans are required to file non-discrimination testing.
Non-discrimination testing is typically filled out using a combination of employee data and plan information to determine if the plan meets regulatory requirements.
The purpose of non-discrimination testing is to prevent unfair treatment of employees based on their compensation or other factors.
Non-discrimination testing typically includes data on employee compensation levels, plan contributions, and participation rates.
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