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When I read about things like that it makes me really wonder if there was ever really a golden age of pension coverage like people talk about. They go on about how people used to have pension and now they only have 401(k)s. As far as I can tell in heavily unionized industries and the government there were pensions (although we are starting to find out they were not being funded well) but not sure the rest really had a pension coverage as a practical matter. I mean you heard stories in the '80s of pension with 15 year cliff and a lot of terminations at year 14 for example. Did retail employees really have pensions? I have heard Sears and other large retails had them but my guess is most in the industry didn't or they never vested as a practical matter. Off soap box for now.

Check what your service provider agreement says as to responsibility. You may want to resign from this client.

Mere eligibility for the 401k is not enough to make the client an "active participant in an employer plan" for IRA deduction purposes. If he doesn't contribute or receive any employer contributions his IRA should be deductible.

If two 1099Rs are done, then the client will have an issue when he does his 1040. At that point, he (or his accountant) will ask one of the parties that prepared the 1099 to file an amended 1099 for that reported payout. That will correct the IRS system.

This is an issue for the court and the parties. One side got a valuation of $2.1. The other side got one of $1.3 Now they fight it out before the judge. Arguments will be made by both sides trying to justify their numbers. The judge will decide and maybe will just decide to split the payments and not use any lump sums. This is not our issue; it is the divorcing parties issues. When I am hired as an expert in divorce cases and do my own valuation, I justify it to the court when requested, but it is the judge who decides what numbers to accept.