Leaderboard

I think the termination amendment should address it. However, if it didn't then the Plan Administrator has to interpret the documents to make that determination. Finally, I think consistency with how payrolls that crossed the plan year were handled would possibly influence the final decision. If 9/30 was the plan year end, would compensation from 9/19 to 9/30 have been accrued or would all the compensation have been considered earned on 10/2 (similar to which w-2 the comp would show on for a calendar year end).

If you're in this business it would be silly not to do it now. We had a guy in our office and I said in 5 years you're going to kick yourself for not doing this.

Wow - I did not know that the ERPA designation allows you to forego all the QPA exams? I have my QPA...does that mean I can forego the ERPA exams? (tongue in cheek)