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Hi, all -- There is no clear guidance from the IRS or Treasury about how to determine HCEs in the year of a stock acquisition or a business merger. If you look at the Code and regulations, the clear intent of the rules was that there would be one applicable determination of who is an HCE and then that would apply across all plans. But, in a stock acquisition, particularly where the acquired company and the buyer each sponsors its own plan and the plans will operate separately during the transition period, it is not clear at all how to determine HCEs. So, I think it makes the most sense, and is defensible as a reasonable interpretation of the law, that you maintain the pre-existing HCEs from before the acquisition vis-a-vis each plan for the year of the acquisition. A couple of additional notes: first, the transition rules take you out of coverage testing, which relieves you of needing to define HCEs for that purpose. But, the transition rule does not relieve you of nondiscrimination testing. If your two 401(k) plans are just that, then you can go ahead and test them separately and the use of the prior HCEs in the year of transition probably makes the nondiscrimination testing harder to pass than if you had some kind of cross-company definition of HCE (i.e., there is some possibilty that people who were HCEs in the acquired company would become NHCEs due to the top 20% rule or something similar). HOWEVER, remember that, if any of the plans use cross-testing and you use the average benefit percentage test as part of the cross-testing, then you need to take into account benefits of all plans of the company ... which means that the definition of HCE becomes problematic from that standpoint. So, you may need to look at this a little differently in that circumstance. Last but not least, look for situations in which any of the assumptions about what the rules might be if the IRS/Treasury actually wrote them creates a skewed result which is abusive in nature. So, let's say that you make a reasonable assumption about who the HCEs are, and it turns out that, with that reasonable assumption, the amount that the HCEs get or can contribute quadruples from prior years. Just be careful that you are not creating a situation where the IRS would be tempted to exercise its rights under the coverage and nondiscrimination rules to consider something abusive and plan-disqualifying. Hope this helps. Everyone stay healthy! Ilene

This was in today's BL newsletter: https://www2.ascensus.com/news/industry-regulatory-news/2020/03/19/legislation-to-be-introduced-to-suspend-rmds-for-2020-exempt-social-security-income-from-taxation/

Fully agree with you both and here's an example of why our interpretations make sense compared to the alternative view. What if the 401(k) plans are both safe harbor and what if one or both exclude HCEs from the safe harbor? Not even considering the transition rules concerning amendment, if you amend a safe harbor plan mid-year to change who is and is not an HCE and thereby also change, mid-year, who gets and does not get the safe harbor, I think you have a big problem. I believe the transition rules were designed so that for a brief time after a merger (1+ PY) that plans of merged entities could continue to fully operate on an "as is" basis (so no "change" amendments) and have time to iron out the logistical details regarding future compliance of the respective plans. These rules are there to help ease the problems of dealing with plan differences, not exacerbate them! Otherwise, WTF bother with the transition rules at all? IHMO

Thanks, Carol. I have seen some old charts for 401(k) restatements which show sliding scales of cost for the VCP submission depending on how far after the deadline the correction occurs. It is probably too soon to hope for such a thing for 403(b) but we are still getting plans which need to meet the deadline which now is only 2 weeks away! I am anticipating plans coming for help after the deadline and hoping to be able to give them as much information as possible. I will review the information in the Rev. Proc. and also speak with some attorneys we use in such situations. Thank you again. Hope this finds you well and that you stay that way! Patricia

If not corrected, this could lead to employees being taxed on all contributions to the plan when they become vested, and rollover treatment being unavailable on distributions. In the case of a 403(b) custodial account (as opposed to a 403(b) annuity), it could lead to the custodial account becoming tax-exempt. To avoid this, the failure can be corrected under VCP (but not SCP). Rev. Proc. 2019-19.

I had one client do it last year. Several long tenured staff members retired, and the shareholders decided that a special valuation was warranted to credit them with significant earnings. Another client just adopted a policy that for 2020, a special valuation will be done as of the last day of the month when a distribution is requested, and that is what the distribution will be based on, whether up or down from the last valuation.