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IRA

 
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NAZWA
Ira
UTWORZONO
Radom, Polska, 1987
DZIAŁAŁ
od 1987 do 1995
CZŁONKOWIE
GATUNEK
WYTWÓRNIE
Pronit, Top Music, Starling S. A., Akar, Zic Zac
ID WYKONAWCY
32610
HISTORIA
 
IRA po łacinie oznacza "gniew". Oto co powiedzieli członkowie zespołu:
" ...Myślimy, że właśnie gniew jest stymulatorem emocji, jakie są potrzebne aby grać rocka" 
Wtedy właśnie Artur został zaproszony do nowo powstającego zespołu przez Jakuba Płucisza.

Skład zespołu ...
 
DOROBEK ARTYSTYCZNY
 

ALBUMY

Tu I Teraz - Ira Tu I Teraz 2002   CD  
Ogrody - Ira Ogrody 1995 Produkt polecany CD  
Znamię - Ira Znamię 1994 Produkt polecany CD  
Live - Ira Live 1994 Produkt polecany CD  
1993 - Ira 1993 1993 Produkt polecany CD  
Mój Dom - Ira Mój Dom 1991 Produkt polecany CD  
Ira - Ira Ira 1989 Produkt polecany CD  
 

SKŁADANKI

Live 15-Lecie - Ira Live 15-Lecie 2004   CD  
Ballady - Ira Ballady 1994 Produkt polecany CD  
 

SINGLE

Bez Ciebie Znikam - Ira Bez Ciebie Znikam Produkt polecany CD  
Mocny - Ira Mocny Produkt polecany CD  
 

INNE

Londyn 8:15 - Ira Londyn 8:15 2007 Produkt polecany CD  
Ogień - Ira Ogień 2004   CD  
Ogien - Ira Ogien 2004   MC  

Legenda:
Koszyk - dodaj do koszyka
Polecany - produkt polecany przez użytkowników musiq.pl

 
 
WASZYM ZDANIEM
1-10 z 150 komentarzy
Autor:
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ikCFUuQUgVHI jY [2012-07-19] If she hasn't hired the employee yet then she needs to set up a safe haborr 401k with a 3% non elective contribution and a discretionary profit sharing contribution option. Make it effective immediately and make all current employees immediately eligible but all future employees would need to satisfy a year of service requirement. That way the new employee will never be eligible for the 401k but your wife will be. By making it a safe haborr plan she will be able to put in 15, 500 (indexed) each year PLUS she can also get 3% of her income as a safe haborr contribution PLUS she can also make a profit sharing contribution up to 20% of her income. She'll get 100% of it and the employee??? Zero. Plus this allows your wife to put away far more if her income isn't over 230k. Think about it If she earns 100k she can do this: 20% of 100k is 20, 000 PLUS the 15, 000 Plus the 3, 000 safe haborr contribtion. So she puts away 38k but with the sep she'd have been limited to 20k. The reason you make it a safe haborr plan? Should the business ever get to the point where the employee becomes eligible (works 1000 hours in a year) then the plan would be subject to discrimination testing the following year and your wife's cotnributions could be limited. But because you're a safe haborr plan you take that into consideration. That employee will automatically be entitled to receive the 3% contribution but small price to pay since your wife is realizing tax savings FAR above that. They wouldn't be eligible for a profit sharing contribution if they didn't work 1000 hours again but even if they do they have formulas that would allow your wife to put in a huge amount while only contributing an additional 2% to the staff. this plan is by far the smartest plan she could do (short of a defined benefit plan) and is perfect for a small business such as hers. When I was doing this stuff my clients were using their tax savings to totally fund the contributions required for the employees. Instead of paying it to Uncle Sam they made their employees happy and they received a huge retirement benefit to boot. This type plan is perfect for a Dr's office. There is no better. A SEP is old school and an absolute waste of money for exactly the reason you gave. Why give an employee the same level of contribution that your wife gets. The employee has no risk, no skin in the game they shouldn't get the same benefit. Only reason to do a SEP is to save money on filing and such. But the tax savings by putting away all that $$ more than makes up for the added expense. I've given you something to think about here but my real advice is to go to a Third Party Administrator who is completely independent of any insurance company or mutual fund company. Let them handle this for you it's worth the time and money. Interview 3 or 4 of them and find one that is honest and upfront with you Don't use the cheapest one or the one that promises you all the bells and whistles. Find the one that you feel comfortable with and trust. You will not regret it.
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