leighl Posted February 7, 2017 Share Posted February 7, 2017 As a company, we have a policy of testing plan with comp exclusions for 414(s) first, then using that compensation for ACP testing. However, I do not believe that is necessary. Under IRS regulations, 415 compensation can be used for ACP testing, and, if the plan passes, no further action is needed. I remember seeing posts to this effect. Am I incorrect? Can someone give me examples of reasons 414(s) is needed for a plan with only a match that passes ACP on 415 compensation? Thank you! Link to comment Share on other sites More sharing options...
K2 Posted February 8, 2017 Share Posted February 8, 2017 I thought maybe BRF, but see question 1 here: http://www.asppa.org/LinkClick.aspx?fileticket=lHluDaBqAQI%3D&portalid=2 Link to comment Share on other sites More sharing options...
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