Hello,
I would like to have the columns flexible but not necessary. They can be the same size. I can't figure out how to get the text in each cell to start in top left hand corner of each cell. The info in the 401 (k) plan is the only cells that are doing it correctly. I have read about using va align but when I put it up top and on each line, I am still not getting what I would like. I am still learning to code and I take codes from other places that I think may do what I need it to. Thank you for any assistance you can offer.
<!DOCTYPE html>
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<head>
<meta charset="utf-8">
<meta name="generator" content="CoffeeCup HTML Editor (www.coffeecup.com)">
<meta name="dcterms.created" content="Sat, 04 Jan 2020 07:16:28 GMT">
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<title></title>
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<html xmlns="http://www.w3.org/1999/xhtml">
<title>Scrollable HTML table with CSS Style</title>
<style type="text/css">
section {
position: absolute;
border: 1px solid #000;
padding-top: 37px;
background: #B34C00;
width:100%;
}
.container {
overflow-y: auto;
height: 500px;
}
table {
border-spacing: 0;
width:100%;
}
td + td {
border-left:1px solid #000;
}
td, th {
vertical-align:top
border-bottom:1px solid #000;
background: #fff;
color: #000;
padding: 5px 5px;
}
th {
height: 0;
line-height: 0;
padding-top: 0;
padding-bottom: 0;
color: transparent;
border: none;
white-space: nowrap;
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th div{
position: absolute;
background: transparent;
color: #fff;
padding: 0px 0px;
top: 5px;
margin-left: 0px;
line-height: normal;
border-left: 1px solid #800;
}
</style>
</head>
<body>
<form id="form1">
<section class="">
<div class="container">
<table>
<thead>
<tr class="header">
<th>Profit Sharing Plans<div>Profit Sharing Plans</div></th>
<th>Age-Weighted Profit Sharing Plans<div>Age-Weighted Profit Sharing Plans</div></th>
<th>401(k) Plans<div>401(k) Plans</div></th>
<th>401(k) Safe Harbor Plans<div>401(k) Safe Harbor Plans</div></th>
<th>New Comparability Plans<div>New Comparability Plans</div></th>
</tr>
</thead>
<tbody>
<tr>
<td>The profit sharing plan is generally the most flexible qualified plan that is available. Company contributions to a profit sharing plan are usually made on a discretionary basis. Each year the employer decides the amount, if any, to be contributed to the plan. For tax deduction purposes, the company contribution cannot exceed 25% of the total compensation of all eligible employees. The maximum eligible compensation that can be considered for any single employee is $270,000 in 2020.</td>
<td>Profit sharing plans may also use an age-weighted allocation formula that takes into account each employee's age and compensation. This formula results in a significantly larger allocation of the contribution to eligible employees who are closer to retirement age. Age-weighted profit sharing plans combine the flexibility of a profit sharing plan with the ability of a pension plan to provide benefits in favor of older employees.</td>
<td>More and more employees view 401(k) plans as a valuable benefit which has made them the most popular type of retirement plan today. Employees can benefit from a 401(k) plan even if the employer makes no contribution. Employees can voluntarily elect to make pre-tax contributions through payroll deductions up to an annual maximum limit ($18,000 in 2020). The plan may also permit employees age 50 and older to make additional "catch-up" contributions, up to an annual maximum limit ($6,000 in 2020). Employee contributions are 100% vested at all times.</td>
<td>The plan may be designed to satisfy "401(k) Safe Harbor" requirements which can eliminate nondiscrimination testing. The Safe Harbor requirements include certain minimum employer contributions and 100% vesting of employer contributions that are used to satisfy the Safe Harbor requirements. The benefit of eliminating the testing is that Highly Compensated Employees can defer up to the annual limit ($18,000 in 2020) without concern for how much the Non-Highly Compensated Employees defer.</td>
<td>New comparability plans, sometimes referred to as "cross-tested plans," are usually profit sharing plans that are tested for nondiscrimination as though they were defined benefit plans. By doing so, certain employees may receive much higher allocations than would be permitted by standard nondiscrimination testing. New comparability plans are generally utilized by small businesses that want to maximize contributions for owners and higher paid employees, while minimizing contributions for all other eligible employees.</td>
</tr>
<tr>
<td>The contribution is usually allocated to employees in proportion to compensation and may be allocated using a formula that is integrated with Social Security, resulting in larger contributions for higher paid employees.</td>
<td></td>
<td>The plan may also permit employees to make after-tax Roth contributions through payroll deductions instead of pre-tax contributions. Roth contributions allow an employee to receive a tax-free distribution of the contributions and of the earnings on the employee's Roth contributions if the distribution meets certain requirements.</td>
<td></td>
<td>Employees are divided into groups based on valid business classifications, e.g., owners and non-owners. Each group may receive a different contribution percentage. For example, a higher contribution percentage may be given for the owner group than for the non-owner group, as long as the plan satisfies the nondiscrimination requirements.</td>
</tr>
<tr>
<td>Amounts contributed to the plan accumulate tax deferred and are distributed to participants at retirement, after a fixed number of years or upon the occurrence of a specific event such as disability, death or termination of employment.</td>
<td></td>
<td>The employer will often match some portion of the amount deferred by the employee in order to encourage greater employee participation (e.g., 25% match on the first 4% deferred by the employee). Since a 401(k) plan is a type of profit sharing plan, profit sharing contributions may be made in addition to, or instead of, matching contributions. Many employers offer employees the opportunity to take hardship withdrawals or to borrow from the plan.</td>
<td></td>
<td></td>
</tr>
<tr>
<td></td>
<td></td>
<td>Employee and employer matching contributions are subject to special nondiscrimination tests which limit how much the group of employees referred to as "Highly Compensated Employees" can defer based on the amounts deferred by the "Non-Highly Compensated Employees." In general, employees who fall into the following two categories are considered to be Highly Compensated Employees:</td>
<td></td>
<td></td>
</tr>
<tr>
<td></td>
<td></td>
<td>An employee who owns more than 5% of the business at any time during the current plan year or immediately preceding plan year (ownership attribution rules apply which treat an individual as owning stock owned by his or her spouse, children, grandchildren or parents); or</td>
<td>An employee who received compensation in excess of the indexed limit in the preceding plan year (indexed limit is $120,000 in 2020). The employer may elect that this group be limited to the top 20% of employees based on compensation.</td>
<td></td>
</tr>
</tbody>
</table>
</div>
</section>
</form>
</body>
</html>
</body>
</html>
using sticky titles
DJ
Registered User
3 posts
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