Does anyone know where we might find the following tables:

1994 Group Annuity Reserving Table projected to 2002

1984 Unisex Pension Mortality set back 3 years for spouse

I apologize in advance for mutilating the terminology.

Do you need interest assumptions to use these tables?

Thank you

I always read articles about the use of endorsement split dollar as an informal funding vehicle for a NQDC plan, and I've read the Miller case, but does anyone see this being done in practice? I saw a survey once that showed (I think) 2% (maybe less) of NQDC plans using split dollar.

Just curious about how common it is in real life.

Thanks.

card

Cross-tested 401(k) SH plan. Three groups, 2 of which define the person by owner and year born. The 3rd group is all others. Plan is TH

After running eligibility we have 4 eligible EE's. 2 owners and 2 NHCE's. The one owner max's out by contributing 401(k) and the rest PS. The other owner has $0 401(k) and wants to get $0 PS. Now we are left with the 2 NHCE's and here is the question. One NHCE has termed with <500 hrs. Give that EE the 3% SH only? I get confused with coverage, given this person is not included.

Thanks.

According to Rev. Rul. 2004-45 (May 11, 2004), eligible individuals (who must be covered by a high-deductible health plan) may continue to contribute to an HSA while also covered by one or more of the following types of employer-provided plans that reimburse employee medical expenses:

-limited purpose FSAs and HRAs that restrict reimbursements to certain permitted benefits such as vision, dental or preventive care benefits;

-suspended HRAs where the employee has elected to forgo health reimbursements for the coverage period;

-post-deductible FSAs or HRAs that only provide reimbursements after the minimum annual deductible has been satisfied; or

-retirement HRAs that only provide reimbursements after an employee retires.

1) Based on the above, is it possible to use both a General Use Post-Deductible FSA and a Limited Purpose FSA in the same organization? IRS has stated that a mix of these plans can be used. The Post-Deductible FSA threshold would be the statutory minimums. Until the minimum is met, the Limited Purpose FSA would be able to reimburse all expenses not covered by the HDHP (ie not going toward the HDHP deductible).

2) If I understood all this correctly, the threshold of this Post-Deductible plan is met by reaching the statutory minimum with FSA eligible expenses?

3) In the Limited Purpose FSA, can prescription drugs be scheduled eligible in the plan docs while maintaining eligibility of the HSA holder to contribute to their HSA?

I know that catch-ups are disregarded when establishing the $41,000 (for 2004) annual additon limit (i.e a 50+ person who made $100,000 and deferred $13,000 and an additional $3,000 catch-up in 2004, can get a $28,000 profit sharing contribution for 2004) but I am pretty sure I heard that you cannot disregard the catch-up when testing the 100% of salary limit. I cant find the cite, does anyone know it?

a 50+ person has salary of $41,000 in 2004. he defers 13,000 and an additional $3,000 catch-up. Can he get a profit sharing contribution of $28,000. It all depends on whether the catch-up is ignored for the 100% limit test. does anyone know the cite either way?

ps. its a cross-tested plan where there are other employees and this guy could get the full $44,000 without the plan failing the 25% deduction limit.

pss. I tried using the search to find a previous similar question.

I have a client wanting me to determine if a cross tested plan would help him. So far I have not had to administer any such plans. I've been studying my PPD manuals and have a simplistic understanding of the concepts.

I'd like to plug some values into a spreadsheet and see what comes out. But I get the feeling that it is not so simple.

Can anyone point me to discussions on this site or other references I can read online that will get me closer to my clients request.

I have two partner owners making $150,000 and not the oldest. About 8 staff who make $70,000. Currently they are a Safe Harbor plan.

Any suggestions for raising my learning?

Thanks

Assuming a calendar year plan,

An employee is a participant in the 2003 plan year and terminates prior to the end of the plan year, without an account balance.

The employee is subsequently rehired after the 2004 plan year begins, and as per the document provisions becomes a participant as of the date of hire.

Since the participant was not actually employed on the first day of the 2004 plan year, are they included in the beginning count for purposes of the 5500?

Thanks!

A client had a calendar year profit sharing plan that was amended to a Safe Harbor Matching 401k plan with the 401k provisions effective 7/1/04. The client is a partnership and therefore has partnership income. Is it possible/legal to provide matching contributions on compensation earned from 7/1/04 thru 12/31/04 rather than the entire year?? And if so, is there a way to do that with the partners' income since they do not receive a salary?? Thanks.

I have a client who had a corporation, went to sole proprietor on the advice of a guy who claimed to be an accountant, then re-incorporated on the advice of a real accountant. Plan documents were done to reflect all of this.

For 2004, I have participants with 2 W-2s, one with sole p EIN and one with corp EIN. Add them together? All but 1 are relatives. (Owner will have little-to-no sole p income but W2 from the corp.)

I see that the DOL claims procedures address mandatory arbitration with respect to group health plans. Does anyone know whether mandatory arbitration provisions are enforceable in pension plans? I know that there are some cases addressing their enforceability in brokerage agreements associated with ERISA plans, but I'm looking for guidance on whether a plan can force a participant to go through mandatory arbitration as part of the claims process. Thanks.

Has anyone out there heard of an "ERISA account" that is funded by an investment trustee for the benefit of a client. We have a company 401(K) and an outside consultant that we hired advised us to press our trustee to fund this kind of account for us to use to pay fees for a plan audit. The Trustee says no because this would be a prohibited transaction without any ERISA exemption. Our consultant says it's done all the time, but we haven't found any information on this being done.

Does anyone have any information on this kind of thing? Should we press for this?

Our LLC clients issue W-2s to the owners who, in turn, participate in the company 401(k) plan. A new LLC client asked if the businessowners opt to be taxed as a partnership, can the owners still participate in the 401(k). Never had this situation before - can't the partners receive W-2s? If not, could the owners simply create an S Corp, as an additional employer, receive W-2 earnings and then participate? Thanks to those who make time to clear this up for me.

We have a signed distribution form from a former participant that is over 90 days old. Our understadning is that the tax notice only must beprovided within 90 days of payment. Can we get around this problem by simply providing another tax notice or does the partipant need to re-execute distribution paperwork?

Hello,

I work for a contact lens retailer that is looking to accept payments from Credit Cards issued for Flex Account and HSAs. Currently, these cards get declined when customers try to order with them since I am assuming my business is not recognized as a health service/product provider.

What I would like to know is how my business can be recognized as a health/medical product provider so we can accept payment from these cards. Do we have to register with the companies providing these accounts, or the government? How do they usually verify we are in the business of providing medical products?(contact lenses)

Any help you could give me would be much appreciated. Thank you.

Hello,

I work for a contact lens retailer that is looking to accept payments from Credit Cards issued for Flex Account and HSAs. Currently, these cards get declined when customers try to order with them since I am assuming my business is not recognized as a health service/product provider.

What I would like to know is how my business can be recognized as a health/medical product provider so we can accept payment from these cards. Do we have to register with the companies providing these accounts, or the government? How do they usually verify we are in the business of providing medical products?(contact lenses)

Any help you could give me would be much appreciated. Thank you.

How is everyone classifying Exchange Traded Funds on the Schedule H?

A participant dies with an outstanding participant loan and two beneficiaries. My question is how to treat the outstanding loan balance. I assume that the two beneficiaries will split the cash remaining in the account and get 1099's. Is a third 1099 issued to the estate administrator for the amount of the outstanding balance of the participant loan?

A plan has a 6 month eligibility requirement with no hours therefore part-time employees are eligible to participate after fulfilling the 6 month requirement.

In excluding employees who are statutory exclusions in the plan test, are we limited to excluding those employees who have worked less than 12 months of service or can we exclude longer sevice employees who have never worked more than a few hundred hours in any year?

I have a child of a more than 5% owner who is terminated, would they be considered a key ee for top heavy testing or would they be considered a former key ee? The father owns 70% of the voting stock.

Also, this company has a participant who is a 5% owner but does not make more than 150,000. Would this individual be considered key for top heavy purposes. Everything I have read indicates that you have to own "more than 5% or make 150,000 to be considered key.

Have picked up a new client, self employed doctor. Plan has been in exsistence since 1992. Doc never filed a 5500 because he thought if the assets were under 100,000 he didn't have to file.

Problem is that he has other employees. One part-timer who works less than 800 hours a week. And a full time nurse. Everything else, like plan documents, seem to be in order. We have recalculated the plan's assets to give the nurse a benefit.

I think that we would have to go to thru DVFC. How far back can you file 5500s?