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Dear Administrator, I have been patient with your system issues but they are not my concern. A valid QDRO has been submitted which you have acknowledged. If I do not receive the payments dating back to your receipt of QDRO with interest in the next 20 days, I will refer this matter to the local branch of the Department of Labor for further inquiry. Warmest regards, Alternate Payee

Sorry but what burden to the employer could possibly exist for doing deferrals on every paycheck in the technological age of the 21st Century? If you can manage to withhold payroll taxes correctly then you can withhold a deferral. And only very small employers can remit federal withholding by check, so if you're sophisticated enough to make electronic payroll tax payments, you can handle process a deferral. The problem seems to be the notion that due to monthly commissions, one paycheck is significantly larger than the other. Possibly to the point that some people have little to no net pay on the small check. In which case, the employer needs to establish a heirarchy for deductions. Tax withholding and garnishments should come first, after that it gets a bit subjective. Simply put the most necessary deductions, like medical, in front of the "nice to have" deductions, like vision and 401(k). Unless this is a pure sales company, then you're like to have one or two employees (e.g., the receptionist) who don't receive commissions who are then harmed by not getting the full deferral opportunity. Personally, I would move to separate elections for each 1/2 month (depending on the plan's exact language) rather than skipping a pay period. Assuming they're using software rather than manually calculating payroll, most payroll systems allow you to program which paycheck of the month a deduction is taken from. Some employees could elect zero on the small check while allowing others to still defer. Unless the person doing payroll is incompetent, it would add just a minute or two of extra work to properly enter someone's election change.