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You need to be clearer. Did you work for a company as an employee or as an independent contractor? If an employee then contact the company you worked for and ask them about the 401(k) plan and how you access information about your account. They should be able to give you that information. If they refuse to give you that kind of information come back here with what you find out the experts here can help you decide what is the next course of action should be. If you were an independent contractor then please give us a better idea what kind of plan you set up for yourself. As a matter of good manners I would suggest starting a new thread instead of hijacking this thread.

A reading from the book of Regulations Section 1.415(j)-1(d)(2) .....multiplying the applicable dollar limitation for the calendar year in which the limitation period ends by a fraction, the numerator of which is the number of months (including any fractional parts of a month)... to make it fun 1.401(a)(17)-1(b)(3)(iii) simply says the numerator of which is the number of months in the short plan year, the denominator is 12 (no mention of using fractional periods) of course every example I have ever seen always had a plan year ending at the end of the month.

If you haven't asked for the money it is my humble opinion that you are wasting your time and money to contact an ERISA attorney now. Find out if they are willing to help you and only if they seem to be unwilling then go to the expense and trouble of an attorney.

Sorry, I don't see any connection between failing to make a cash contribution to a defined benefit plan (which, whether cash balance or not, has no impact on the accrual of benefits) and Section 401(a)(4). There may be a qualification requirement associated with meeting the minimum funding requirements or a failure to carry out the plan provisions (assuming that the plan demands that minimum funding be met), so I am not saying that failing to make the minimum contribution to the cash balance cannot have an impact on qualification, but I am saying that if it did it would not be a matter of failing to meet the non-discrimination rules.

From 5500-SF instruction: For defined benefit pension plans that are required pursuant to section 101(f) of ERISA to furnish an Annual Funding Notice (AFN), the administrator must instead either provide the information to participants and beneficiaries with the AFN or as a stand-alone notification at the time an SAR would have been due and in accordance with the rules for furnishing an SAR, although such plans do not have to furnish an SAR;

I do agree... and we also try to file all code D's...