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Bell Gigabit Internet $49.95/mth 3 years contract (Business Plan)
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- Oct 25th, 2023 6:47 pm
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Jun 11th, 2020 1:30 am
[Bell] Bell Gigabit Internet $49.95/mth 3 years contract (Business Plan)
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Jun 11th, 2020 1:31 am
Jun 11th, 2020 1:34 am
ludhi wrote: ↑ How did they tell a diff between personal or business?
Jun 11th, 2020 1:42 am
djemzine wrote: ↑ Business or license number? Proof? Please don’t cheat the system. Thanks.
Jun 11th, 2020 1:43 am
Jun 11th, 2020 1:50 am
Jun 11th, 2020 1:56 am
jkaibo wrote: ↑ They needed CRA business number for my Bell mobility account. Internet is a different group and they asked for business name only. I didn't cheat as I do have an active business for years.
jkaibo wrote: ↑ Does anyone have experience with Bell business internet? How often do they jack up the price?
Jun 11th, 2020 2:00 am
jikiji626 wrote: ↑ It sucks for me. I can't wait my contract to be over. They jack up the price once per year. Just one quick note from their fine print that I accidentally find out about: " THE CONTRACT IS AUTOMATICALLY RENEWED AT THE END OF TERM FOR THE SAME LENGTH AS THE ORIGINAL TERM" This is one of the biggest BS that I ever heard of.
Jun 11th, 2020 2:17 am
jkaibo wrote: ↑ Why does it suck? Internet service not good or the price increase? How much do they increase every year. The regular price is $220. 10% increase is $22/mth!
Jun 11th, 2020 2:22 am
jkaibo wrote: ↑ Besides the 3 years contract, there is another catch. In the fine print, it says "Promotional rate with a 3-year term and is subject to increase up to 10% on the then regular rate, annually during the term". That means they could jack up the price annually by 10% of the REGULAR price. I don't know how often they changed the price on business plan in the past.
Promotional rate with a 3-year term and is subject to increase up to 10% on the then regular rate, annually during the term; see bell.ca/businesstermsofservice. Early cancellation charges apply . The term, upon expiration, will renew automatically for the same period.
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Finding the right retirement plan for your business.
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Daniel M. Machnik is the owner of Willis & Machnik Financial Services , an affiliate of Avantax Wealth Management.
When business owners choose a retirement plan, they often default to a traditional 401(k) because it’s familiar to them, or they go with a recommendation that’s offered through their payroll system. However, without a deeper look into your business and objectives, defaulting to what’s familiar may cost you in the long run.
There are a number of things to consider before choosing which plan is right for your business. Are you looking for inexpensive, simple administration? Do you know how much you can afford to contribute? Does your business have high turnover? These are just a few of the questions I ask clients when evaluating which plan to recommend.
Simplified Employee Pension (SEP) plans can be set up by any size business—even the self-employed. With a SEP-IRA, only the employer contributes, and employees are always 100% vested . SEPs are good options for businesses that want a plan that’s easy to set up and has low administrative costs. Annual contributions can be flexible, which is a benefit for businesses that have unpredictable year-over-year cash flow.
The tax savings are significant, as the business owner can receive a tax deduction for contributions made to employee accounts. Many business owners prefer SEPs because they can contribute higher amounts toward their own retirement than a traditional IRA allows. But there’s a catch; all plan participants must receive equal contributions, so employers are obligated to contribute the same percentage to employees as they do to their own accounts.
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Plan participants must be employed in at least three of the previous five years to be eligible to participate. Unless an employer customizes a SEP with less restriction, this may not be the best option for high turnover industries.
SIMPLE IRA SIMPLE IRA (Savings Incentive Match Plan for Employees) is good for small businesses with fewer than 100 employees. These plans are easy to set up and affordable to operate. However, they have lower contribution limits and employer contributions are set at either a 3% match or a fixed amount of 2% of the employee’s compensation—whether the employee contributes or not.
Employees are always 100% vested, and earnings and contributions can be withdrawn at any time. However, if the participant withdraws funds before age 59 ½, they’ll face an additional 10% tax . That amount increases to 25% if they withdraw during the first two years of participation.
Other Common Retirement Plans
401(k) plans come in a variety of shapes and sizes, and these are most often where employers turn, particularly if they don’t have an investment partner to advise them otherwise. They can be a powerful tool for tax savings. Thanks to the SECURE Act, small businesses with fewer than 100 employees that start a new 401(k) plan may qualify for up to $5,000 in federal tax credits annually for the first three years of the plan. For participants, their contributions aren’t taxed until funds are withdrawn.
A traditional 401(k) can be a good fit for companies who want to encourage employee retention—by making employer contributions subject to a vesting schedule. If an employee leaves before they are fully vested, they risk forfeiting employer contributions.
Safe harbor 401(k) plans work well for businesses with dedicated, legacy employees that they want to reward. Because safe harbor plans are not subject to nondiscrimination tests like other plans, employers don’t have to contribute the same amount to each employee. Rather, they have the freedom to increase annual contributions for their top talent, and participants are always fully vested.
A SIMPLE 401(k) is very similar to a SIMPLE IRA, in that only businesses with 100 employees or fewer qualify for it. However, the SIMPLE 401(k) is subject to a couple of different rules. If an employee isn’t eligible for the SIMPLE 401(k), the employer has the option to offer a second retirement plan to cover them. Additionally, all employer contributions are subject to a compensation cap ($330,000 in 2023).
Starting in 2025, according to SECURE Act 2.0, employees will be automatically enrolled (with the ability to opt out) in most 401(k) and 401(b) plans in hopes of increasing participation and getting more Americans on the right path for retirement.
Even if a 401(k) is the best fit for your business, it’s ultimately important to work with a partner who will understand your specific needs and offer the investment provision that’s right for you. Without a financial professional who can track ever-changing federal regulations and align a plan with your business needs, you’re just guessing at which plan is a good fit for your company.
A quality investment partner should provide you with an annual plan review. And they should walk you through all the components of your retirement plan, including costs, and illustrate the services they provide to your employees.
A business is only as strong as the people who power it. While retirement plans are an ideal way to reduce your tax burden, more importantly, they are the best way to care for the people who care for your company. Choosing a plan that will serve both your company and your employees is a big—sometimes expensive—decision. Having a financial professional partner in your corner will help ensure you choose the right one.
The information provided here is not investment, tax or financial advice. You should consult with a licensed professional for advice concerning your specific situation.
Forbes Finance Council is an invitation-only organization for executives in successful accounting, financial planning and wealth management firms. Do I qualify?
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