Leaderboard

If the questioning physician wants advice, he might consult Asrar Ahmed, the author of ERISA and Sharia Law and Can Sharia and ERISA Coexist?. He is an EBSA Senior Investigator and presumably would not provide advice on a question of U.S. law that could come before the Labor department. But perhaps he might on his own time provide his advice on a question of religious law, which the Labor department would not consider. One can find him on LinkedIn.

While I agree the plan has to pass the ADP test (it will), the PS allocation is a safe harbor method and no 401a4 testing applies. Which is a good thing because unless there is a significant age difference between SIL and daughter it won't pass a4 testing, will it? I can't quite tell but maybe it would satisfy 401a4 by testing statutorilly eligible separately. If so, SIL and boss are tested separately from daughter and everything passes. But since it has already been established that the design is a safe harbor it never has to run a 401a4 test of any kind.

My wife interviewed and got a job at an employer that was my client. My last name is common, so client was none the wiser. When my wife told me she got the job, I told her that it was my client and she disclosed to them. We all worked together for eight years until my wife quit. A few months later, my firm was left go. That's the way it goes.