Leaderboard

I'd still be inclined to include. And I question the zero hours. If the person was being paid for accrued vacation that was not taken, are not those hours required to be credited? What about someone on paid leave who doesn't return and ultimately terminated while never providing services during the year but had compensation and hours credited? I'm not looking to go to the mat on this, just raising some questions.

It's pretty clear under Section 6.02(2), and Appendix A, .01(3) that other reasonable corrections are permitted. But of course, facts and circumstances...

Another BenefitsLink discussion raises the same worry. https://benefitslink.com/boards/index.php?/topic/69012-lifetime-income-illustrations/ ERISA imposes the new requirement on a plan’s administrator. For a typical single-employer retirement plan, the employer is the plan’s administrator. If an employer did not ask its own employee-benefits lawyer, an employer might be unaware of the new requirement. When an employer/administrator learns of the new requirement (and that no recordkeeper offers a service to meet it), the administrator likely would seek a service from its third-party administrator.