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How To Lose Weight From A Low Carbohydrate Diet Plan
Aug 31st
How To Lose Weight From A Low Carbohydrate Diet Plan
With the sudden boom of dieting in the country, different diet programs have been introduced in the country. Although many experts believe that proper exercise and not only diet can lose those pounds in a healthy way, many people still believe in the power of diet programs and diet plans. One of the most controversial kinds of diet plans is the low-carbohydrate diet program, which focuses on the reduction of carbohydrate consumption in the body.
According to the theory, when carbohydrates are no longer being taken in, the body will be forced to use fats and water as alternative sources of energy; thereby helping to shed off those unwanted pounds.
Fats, unbeknownst to many, can actually be converted to energy. The body just doesn’t use it as the first priority because it is more complex in structure and therefore, harder to break down and convert into energy. Among the popular low carbohydrate diets in the country is the Atkins diet.
Despite arguments from its critics, low carbohydrate diet has proven its effectiveness in terms of losing that extra weight. To date, it counts millions of followers not only in the country but also outside America.
Actually, cutting down on carbohydrates in the diet is a practice that people have been doing for years. When people cut down on their rice or bread or do not eat rice at all, they are reducing their carbohydrate intake. Of course, because it is not an official diet plan they are not really restricting themselves completely. When you are under a diet plan, you are not allowed to eat any kind of carbohydrates.
One of the advantages of low carbohydrate diet is the fact that it can actually increase the levels of good cholesterol in the body. This is really good news to people who have a heart problem. This is perhaps the reason why Atkins diet was used for cardio patients. This diet plan can also reduce the amount of triglycerides in the body. Triglycerides can be dangerous when combined with a high level of LDL or bad cholesterol. Both can increase the risk for heart attack and heart disease.
Low carb diet plans are also found to be good in balancing mood swings. They will not be prone to extreme lows such as depression or extreme high. People who are under the program are found to have fairly stable energy levels unlike those with high carbo levels.
LOW CARB DIET 101
Indeed, a lot has been said about various diets and how these work for some people. There’ s the Atkins Diet, the South Beach, the After-Six Diet plan and so on goes on the list of diet crazes that swept the western world and even Asian regions. Among all these, one type of diet has become popular than the others it’s called the Low Carb Diet.
Basically, low carb diet actually emphasizes cutting down on from a person’s daily food intake. This diet allows the dieter to take in all foods except those that have carbohydrates. Although there are many testimonies that prove that low carb diet really works, you must be very knowledgeable first about its pros and cons before deciding to go with the hype.
People who have tried low carb diets say that its advantages include:
1. Faster and quicker weight loss compared to fasting.
2. The diet may result to higher protein intake and absorption.
3. It stabilizes blood sugar levels and is extremely beneficial to those who suffer from diabetics.
Experts say that the disadvantages of low carb diets may include:
- High cholesterol levels due to the lack of protein-rich and fatty foods that has saturated fats.
- Increased blood pressure due to elimination of whole grains products that help lower blood pressure.
- It can lead to osteoporosis because there will be no enough supply of calcium.
- In some cases, this diet can lead to diarrhea, constipation, and severe headaches.
- Low carb diets increase the possibility of lower mental acuity.
- Instead of losing weight, this diet can lead to weight gain.
If you are planning on taking low carb diet, here are some helpful tips to keep you in track:
1. Make sure to drink lots of water to avoid dehydration and constipation.
2. Consider taking in more fiber and vitamin supplements.
3. Cease from consuming products that has sugar.
4. Cut down on taking in products that contain caffeine.
5. Monitor your daily carbohydrate intake.
6. Don’t mind calories, they are allowed in this diet.
7. Acquire a carbohydrate counter to keep you updated.
8. Do regular physical activities and exercise to reach ketosis easily.
9. Brace yourself for diarrhea that may last for a couple of days.
10. If possible, avoid eating foods that have saturated fats.
Low Jeremy maintains http://Diet-Plans.ArticlesForReprint.com. This content is provided by Low Jeremy. It may be used only in its entirety with all links included.
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409a Compliance on Written Plan
Aug 14th
409a Compliance on Written Plan
Edison and Upper Saddle River, NJ – February 21, 2008 – The Internal Revenue Service recently issued Notice 2007-78 that provides plan sponsors an extension to December 31, 2008 to maintain compliance with written documentation relative to deferred compensation plans. Written language of a deferred compensation plan must be in compliance with the regulation as of the end of this year. Plans, therefore, have extra time to be modified to comply in the written form, but must continue to be in compliance operationally with Section 409A. Where written plan provisions don’t comply with the regulation, plan sponsors will not violate 409A if:
• The plan operates in compliance with 409A;
• Is amended on or before the December 31, 2008 deadline; and
• Complies with 409A retroactive to January 1, 2007.
What does this mean? Although the IRS has extended the deadline for compliance relative to written plan documentation, the plan itself must already operate under the 409A regulations. Therefore, there is no relief in the manner in which deferrals are made. Some of the key deferral aspects that 409A stipulates and for which compliance should already be in effect are as follows:
• Timing of deferrals. Deferral elections must be made before December 31 for compensation that will be deferred during the following calendar year. For example, compensation that will be deferred during 2008 would have required that the election be made before December 31, 2007. The exception to this election rule includes any “performance-based compensation”.
• Deferral of “performance-based compensation”. Performance-based compensation is any compensation that is contingent on satisfying pre-established performance objectives that cover a period of at least 12 consecutive months. An election to defer performance-based compensation may be made up to 6 months before the end of the period; this does not include amounts that will be paid regardless of performance, or if the amount is based on performance objectives that are certain to be met at the time they were established. Performance objectives are considered “pre-established” if they are documented, in writing, no later than 90 days from the beginning of the period. For example, assuming a short-term incentive plan runs from January 1 through December 31, 2008, with awards based on performance, a participant may elect to defer this form of compensation until June 30, 2008, so long as the objectives were established, in writing, by March 31, 2008, and that the level of performance cannot be currently ascertained.
• Changes to deferral options. A participant may change the form or timing of deferral, so long as: a) the election will not be effective until 12 months after the election is made; b) payments affected by such change are delayed for at least 5 years from the original payment date; and c) elections relative to distributions as of a specified time or on a fixed schedule are made at least 12 months before the scheduled payment date. This provision excludes payments made as a result of the participant’s death or disability.
• Delay in Payments for “Key Employees”. 409A requires that payments under a deferred compensation plan must be delayed 6 months for key employees, as defined by IRC §416(i). A key employee is one that, at any time during the plan year, is:
* an officer having an annual compensation greater than 0,000;
* a 5% owner of the company; or
* a 1% owner of the company having an annual compensation of more than 0,000.
Given that the administrative changes are already underway relative to deferrals, the following questions relative to written documentation should be evaluated and action taken by December 31, 2008 to comply with the transition relief period:
• Are there any aspects of the plan that still conflict with 409A?
• Does the plan’s language comply with the requirements under the regulation?
• Are deferral elections made on a written vehicle that complies with the regulation?
• Are elections for performance-based compensation made appropriately? Are performance objectives pre-established and is the level of performance against these objectives substantially unknown at the time that deferrals can be elected?
• Are changes to deferral options properly documented within the plan?
• Does the plan document reflect the following:
* Is in the form of a written document;
* States a specific formula to calculate deferred compensation;
* Indicates the payment schedule or triggering events;
* Specifies a six-month payout delay for “key employees”;
* Provides specific language regarding acceleration of distributions; and
* Includes a clause regarding substantial risk of forfeiture on deferred amounts?
Compliance with 409A is a key aspect of successful administration of deferred compensation plans, and obviously, avoidance of scrutiny and penalties. A thorough examination of administration of your deferred compensation plans and implementation of changes to maintain compliance of written documentation is essential before the December 31, 2008 deadline. Outside professional advice can provide an objective look at your deferred compensation arrangements, and provide the necessary guidance to move towards full compliance with 409A.
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The written advice was not intended or written to be used, and cannot be used by any taxpayer, for the purpose of avoiding penalties that may be imposed on the taxpayer. The foregoing legend has been affixed pursuant to U.S. Treasury Regulations governing tax practice.
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Paul R. Dorf is the Managing Director of Compensation Resources, Inc. He is responsible for directing consulting services in all areas of executive compensation, short and long-term incentives, sales compensation, performance management systems, and pay-for-performance salary administration. He has over 40 years of Human Resource and Compensation experience and has held various executive positions with a number of large corporate organizations. He also has over 20 years of direct consulting experience as head of the Executive Compensation Consulting Practices for major accounting and actuarial/benefit consulting firms, including KPMG, Deloitte Touche Tohmatsu (formerly Touche Ross), and Kwasha Lipton.
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