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You should put the money in the Qualified Default Investment Arrangement selected by the Plan Sponsor. If none, create one and notify all employees on an annual basis.

Suzanne Wynn/Erisafile does webinars; you can buy a package very inexpensively.

Oh I see. Good language to have to clarify what happens if someone changes job classification. But if someone doesn't (change), then...? It's certainly not a typical condition such as hours worked or employment status. I guess I would say that I wouldn't tell the client "it's fine." I wouldn't tell them they couldn't either. I think I'd explain it as best I could and point out the risks and let them decide. But I think I would recommend against it...