Dougsbpc Posted July 19, 2019 Share Posted July 19, 2019 We took over a traditional DB plan and 401(k) plan with 5 participants. Both plans are sponsored by the same employer and have whole life insurance. It appears each plan meets the incidental benefit rule. DB benefits are under 100 x expected monthly benefits and 401(k) plan premiums are less than 50% of aggregate contributions. In addition, it appears that all participants in both plans have comparable coverage. Is there a problem with participants having this much life insurance across two plans? Thanks. Link to comment Share on other sites More sharing options...
Belgarath Posted July 19, 2019 Share Posted July 19, 2019 There isn't necessarily any "problem" - this used to be quite common in the "old days" but not so much any longer. Is the DC plan self-directed or trustee directed? One big issue is fiduciary prudence, and whether the life insurance is a "good" or "prudent" investment, particularly in a DC plan. You are likely to find some strong opinions on this subject on these boards. Personally, I'm not a fan of insurance in DC plans, and that's putting it mildly. In a DB plan that doesn't require employee contributions, where the employer has to fund the full plan benefit, then to me it is less of an issue, although in a 412(e)(3) plan, a participant's benefit is usually lower at all ages until NRD if life insurance is used, rather than all annuity. The other problem is the taxable term cost, which is currently payable by the participants. Particularly as they get older, they may not enjoy getting currently taxed on life insurance that they might not want or need. Other folks may have other opinions. Link to comment Share on other sites More sharing options...
Earl Posted July 19, 2019 Share Posted July 19, 2019 not a problem for the broker! Lou S. 1 CBW Link to comment Share on other sites More sharing options...
John Feldt ERPA CPC QPA Posted July 20, 2019 Share Posted July 20, 2019 Ned Ryerson (Ground Hog Day) must be the agent. Bill Presson and JustnERPA 2 Link to comment Share on other sites More sharing options...
AndyH Posted July 30, 2019 Share Posted July 30, 2019 Well if Ned has successfully sold the client on the need for insurance, and all participants don't have comparable DB benefits, having insurance in both plans may be the only way to pass BRF testing it seems to me. But I guess that would also require that the employer fund additional DC contributions sufficient to pay the premiums in the DC plan. Having recently taken over a couple of combo plans with insurance only in the DB I wondered if this was being done in other cases to pass BRF. Link to comment Share on other sites More sharing options...
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