An employee moving to England wants to roll over to account there. Is their a way to do this?

I have a safe harbor plan that provides for the basic safe harbor match. There is immediate eligibility in order to defer into the plan, but there is a 1 YOS eligibility requirement for the match. Accordingly, the plan needs to satisfy ADP testing for the group of employees that did not complete 1 YOS.

The match is made on a payroll basis and is not trued up at the end of the year. Employees begin to receive the SH match on the payroll period following completion of the 1 YOS.

My question revolves around how you complete the testing for the otherwise excludable group. In a non safe harbor plan, I would make the determination of the two groups of employees and once that was done, I would test all contributions and compensation of each of those employees only in the group they were determined to be a part of. Would this same approach be the way you test in a safe harbor plan?

For example: A calendar year 2004 test is being performed. There are some employees hired early in 2003, one of which is an HCE for 2004. Based on the statutory requirements, all of these employees would be considered statutory employees for 2004 testing. However, they would not have begun to receive the SH match until part way through 2004. Therefore, do their contributions made during the first portion of the year need to be tested with the otherwise excludable population? If not, does that jeopardize the SH status of the statutory portion of the plan because some HCEs may end up with a higher rate of match as compared to NHCEs that may have only started receiving the match mid year?

Anybody have any guidance?

If a small plan invests in a hedge fund, would it be considered to be a qualifying plan asset for purposes of the small plan audit exemption? For example, I have a client who has invested in the Gabelli Associates Fund II LP.

Does the answer depend on what type of entity holds the hedge fund? For example, if it is held by a broker-dealer, would that make a difference?

Based on what I have seen so far, it looks like we may be stuck with treating it as non-qualifying but I was wondering if anyone else has had any experience with this issue.

Thanks!

Participant terminates in 2002 and is rehired in 2004. Participant has been reported as a B (simply to revise the balance information) for the last couple of years.

In 2004 would you report her as D? Or simply leave her off the SSA? Or something else altogether?

If a company adopts a 401k safe harbor with no elibility requirements to make 401k contributions, can they still put a 1 YOS requirement on the ability to receive the safe harbor contribution? Will that jeopardize the automatic passage of the ADP test?

Thanks

An employer has 2 401k plans covering 2 different groups of employees. They are considering eliminating one of the plans and have everyone covered in 1 plan. Would a plan merger make more sense than a plan termination? Are there any obvious pros/cons to doing a merger vs a termination, or vice-versa? Am I correct in that in a merger, there is no option for a participant to receive a distribution whereas with a plan termination the participants could take distribution? Finally, in a merger, accounts do not automatically fully vest, correct? Thanks for any insight!

My wife has a small 401(K) from a previous employer than she has recently been told she must either cash in (with applicable witholding) or roll into another IRA. If she elects to roll it into her Roth IRA, does the amount she rolls count toward the maximum total she may deposit in Calendar Year 2005 (including catch-up limits), which for her is $4500? Or, since the amount is being rolled from another retirement plan, does the rolled amount not count toward the annual contribution limit?

Can someone clarify for me if Rollover Money which is reported on Schedule I Line 2a(3) is supposed to show up as income on SAR. Govt. Forms is not including it so that when the numbers are added on the SAR they are incorrect.

We've been asked to consult regarding the frozen mppp of a deceased doctor. The plan assets are approximately $1,200,000. The doctor administered it himself, and for the past 10 years at least was the sole participant. The attorney for the estate can only locate the 1993 and 2000 Forms 5500. He has been unable to find any plan documents, so we cannot ascertain whether or not they are up to date. Obviously, the attorney would like to terminate the plan and distribute the assets to the beneficiaries.

1) Is there a way to determine whether or not a 5500 was filed for other plan years? If they were not, it will probably be next to impossible locate the financials to complete them under DFVC. What then?

2) What if the document cannot be found? It probably was not updated since the brokerage firm did not send a GUST package since the account was coded as personal. (They volunteered this information.)

The attorney and the inheriting children want to do the legal and right thing, but are at a loss regarding what to do. Has anyone been in a similar situation?

Thanks.

Company A acquired company B. Company A has a 401(k) plan and company B has a SIMPLE plan. Company A is not eligible to maintain the SIMPLE plan. Can the SIMPLE plan be merged into the 401(k)? Would it make more sense to terminate the SIMPLE and let the participants roll their SIMPLE $$ into the 401(k)? Can this be done mid-year?

I am reviewing a governmental defined benefit plan that allows a participant to elect to a refund of employee contributions (picked-up contributions) plus interest when he leave employment. The plan also provides for a death benefit of the employee contributions plus interest, less any retiirement benefits received.

The plan does not have any rollover provisions. Are the amendments that would have been required under a DC plan needed here as well? If so, what is the best approach for amendments made this year?

Can a plan provide that the prior year testing method will be used for the ADP testing and the current year testing method will be used for ACP testing? If yes, is there authority for this somewhere?

I have a medical practice who has a Profit Sharing plan with a 5/31 year end. On 5/16/05 the president and sole shareholder decided the company was insolvent and decided to close the practice. He terminated the two other doctors on 5/31/05 who are only partially vested in the plan.

The president is keeping the corporation open for a few more months and allowing three office girls to continue working to finish filing insurance claims and collect any receivables. The PS plan has not officially been terminated and probably won't be terminated until the corporation dissolves.

Considering what has happened, should the two other doctors (HCE's) become 100% vested?

If not, there will be approximately $30,000 - $40,000 in forfeitures to be shared among three office girls. What would happen to the forfeitures that couldn't be used? Does it revert back to the corporation?

Thanks.

A lot of the testing software out there requires that you interface with valuation software.

Does anyone know of any stand alone product that would require the user to :

(1) create the testing group

(2) determine the high's and nons

(3) determine normal accrual rates

(4) provide erf's

(5) etc., etc.

and then tumble the numbers for the test ?

for a small group you could do the entire test on a spreadsheet but for bigger ones it gets cumbersome.

Some vendors that come to mind are Benetemps, Datair, ASC, Blaze but I don't know for sure whether they sell stand alone modules ???????

When, if ever, does a health plan need to be discrimination tested or need an accountants opinion on the 5500?

A participant in a HCFSA & DCFSA has experienced a qualifying event and stopped contributing to the plans. Can this participant be reimbursed for expenses incurred after the date she stopped contributing?

I have a client with a MP plan. My predecessor allocated contributions to eligible employees based on 1,000 hour service requirement. This is a standardized plan, as a result several participants did not receive contributions in prior years that should have possibly dating back to 1997. Based on the length of time passed, would it be best to restate the plan to a non-standardized document?

Under current regulations, you cannot cross test in an ESOP. Could you merge an ESOP with a cross tested 401(k) Plan? Would you then be able to continue to allocate profit sharing contributions using a cross-tested allocation and then perodically purchase company stock with the profit sharing balances?

Does a participant have to be able to revoke a deferral election within a certain period of time? For example, if a plan's enty dates are semi-annually (Jan & July), can we make a participant wait until July to revoke an election? I have searched the regs and the best I can find is that a plan can't lock in a participant's election but are semi-annual entry dates sufficient?

If a participant elects to split their distribution and take part of it in a lump sum payment now and defer the rest is the remaining portion reportable on the Schedule SSA? I am reading that they should not be reported if the participant receives "some or all of the benefit, whether as a lump-sum payment , or...), but I also see that participants should be reported if benefit payments cease. I would appreciate hearing how others are handling this.