Leaderboard

IMHO, yes, these are protected benefits. Basically, any optional form of benefit is protected unless there is a specific exemption, and as far as I can recall, no such exception exists for these. As a purely personal editorial opinion, I can't imagine why an employer would want to take away such an option for someone who is engaging in qualified military service, but of course I don't know the specific situation. My general philosophy is to make things as easy for these folks as possible.

1. What does the plan say? 2. Rethink your comment about the match and see #1. 3. Are you new to this business? The interplay between the compensation limit and the deferral limit was mildly interesting for a while, but that was years ago.

If this is your business you shouldn't be DIY, and seeking help from a message board isn't much better.

Don't need a cite. The 10% penalty applies to corrective distributions. If you fund a QNEC, then there wouldn't be any corrective distributions. Good Luck!

Why not? What I am trying to understand is why can't the trustee just stop payment on the stale checks and issue new ones? Wanting to return the money to the plan sponsor makes no sense.