I'm looking for a good explanation of why I would pick an R6 share, over a R1, R2, R3, etc. I know there is a difference in the expense ratio and operating expense. Is there anything else?

Are governmental money purchase plans required to offer annuities as a form of distribution?

What % of pension plans reduce normal benefits for alternative payments (ie. 50% survivor) by the same % for every retired employee vs. based on PBGC interest rates. For example. a 89% reduction for 50% survivor no matter when you retire.

After December 31, 2010, will medical supplies such as blood pressure monitors, reading glasses to correct far-sightedness, fever thermometers, etc. still be reimbursable under an FSA?

Thanks.

An Employer went to all the work to establish a 401(k) plan with a 4% Safe Harbor matching formula but never announced the plan to their employees. Now they have decided they don't want to proceed and the plan has been in effect since the beginning of the year. Do they need to file a 2010 Form 5500? Would your answer change had they elected the 3% Non-Elective Safe Harbor formula?

Custodial accounts that are investe solely in mutual funds are one of the permisisble funding arrangements in a 403(b) plan. If a target date fund in the 403(b) plan is unitized may it still be considered a mutual fund?

Money Purchase Pension Plan - how do you correct an RMD if participant was required to begin receiving and never received. This happened in 2007. In late 2008, he passed away and the plan has been sitting ever since. I understand it is an orphan plan and you go under VCP - but what about the RMD? I know you can correct RMDs under VCP, but not sure how to go about it in this case.

Thank you!

Can the trustees of a Taft Hartley trust alter the trust document to prevent the employer and the union from removing and/or choosing trustees?

my employer (in California) recently switched health insurance plans. previously, we had a choice between an HMO and PPO. now, there is only one plan. benefits are the same to everybody who enrolls, however, the employee's contribution is based on what plan they were enrolled in previously with the old insurance provider. if you had the HMO before, you pay less than employee's who had the PPO before (even though the benefits are exactly the same).

can they do this? are there any discrimination laws that are being violated? how can you make different employees pay different amounts when they are receiving the same benefits? I can understand if it was based on something like date of hire, but this seems rather arbitrary. I had no idea that my plan choice for the last year was going to effect my payments for the future.

Schedule MB filed in November showed the fund is at 70% funding. When should the participants have been notified and when should the recovery plan have bee put into place?

As a participant am I allowed to ask for and receive the minutes of the trustees meeting? Do I ask the trustees or the administrator for the minutes?

I can't seem to pin down whether the exclusion from income for accident and health plans applies to dental and vision benefits. We are self-insured, and considering early implementation of dependent coverage to age 26, but we want to apply the same rules to all benefits and want to make sure we're not setting ourselves up for overly complicated administration. What am I missing?

Corp 1 is owned 100% by Person A (only employee)

Corp 2 is owned 50% by Person A and 50% by Person B 50%

Corp 1 establishes Solo 401K for Person A (only employee)

Corp 2 establishes Simple IRA for 3 employees (Person A and 2 others).

Since Person's A interest in Corp 2 is not greater than 50% , it does not

fall under classification of Controlled Group.

Do you guys see any problem(s) with this arrangement?

Please advise.

Thank you

Can I report 403(b) elective deferrals and 401(a) matching contributions on the same 5500? Does it matter whether I treat them as the same plan?

Thank you in advance for all assistance.

A plan was restated, effective 1/1/2005 and executed in March 2005. Subsequently, the plan adopted multiple amendments in 2007 and 2008.

This is a Cycle A individually designed plan. It is my understanding that the restatement period began on 2/1/06 and ended on 1/31/07.

Was this plan effectively restated for EGTRRA?

I'm pretty sure what the answer is going to be but...can an individual make a tax-free gift from their own IRA to another person's IRA? (basically a transfer)

I'm taking over a 10-person 401k plan that was effective and funded in 2008. No 2008 5500 was filed, so late fees are up to about $7,000 at this point. What is the best/cheapest way for this company to rectify the situation?

We received a letter from EBSA saying that they didn't receive a 2007 Form 5500 for one of our clients. The client insists it was timely filed, so we responded to EBSA to that effect and sent a copy of the filing.

Our mailing was returned not once, but twice, with a note saying that 5500's for 2009 and thereafter must be e-filed. We spoke with an EBSA official, who said that any returns filed for 2007 and prior must now be e-filed. He indicated that this would include the one that our client filed in a timely fashion, but that they (apparently) didn't receive.

I can almost understand the need to e-file past returns that were never filed. But all we're doing here is responding to an EBSA letter by sending them a copy of what WAS filed on time.

Any comments or advice?

TIA,

Scott

This issue has been coming up with greater frequency of late and I am trying to track down the source. Basically, IRS DL examiners are requiring plans to replace "termination of employment" with "severance from employment". We like to say "separation from service" which is ok some of the time, not ok others. When I look for the origin of this position, I get bogged down in 409A. Can anyone point me in the right direction?

Any thoughts on whether the cost of an RFP for a new TPA could be paid from the plan? Seems like a settlor function, but the RFP does relate to the adminsitration of the plan, the selection and monitoring of a service provider is certainly a fiduciary function and the participants could benefit from reduced administrative costs with the new TPA.