Can someone give me a good def'n of the Additional Minimum LIaibility added to the accrued (pre-paid) pension cost at the end of the FASB 87/132 report ? Can I think of it as an adjustment to recognize the unfunded accumulated benefit obligation in situations where combined events would otherwise show both an unfunded ABO and a "pre-paid" pension cost ? Perhaps because of this apparent conflict (unfunded benefits but pre-paid cost) it is then triggered ? I know, that's pretty rough and maybe not accurate.

ERISA 502(d)(1) says "in a case where a plan has not designated in the [sPD] of the plan an individual as agent for the service of legal process, service upon the Secretary shall constitute such service."

I see many SPDs that designate a non-individual (e.g., the corporation or partnership/LLC plan sponsor) as the Plan Administrator, and then say the agent for process is the Plan Administrator.

Does that mean I have to serve Ms. Chao? "Individual" is not a "person", and usually means human being.

Also, when the first sentence says service is on the Plan Administrator or Trustee, does that mean you can serve either one? Or, the plan/SPD can specify which one, meaning service on teh other is invalid?

Can a plan QDRO policy require that the QDRO specify the amount or percent that is to be distributed. The regs add a provision " ...or how the percent or amount is to be determined". Some of the formulas are complicated with premarriage benefits, post seperation deferrals, proration of income, and the qdro is frequently prepared two years after separation, etc. They will take a lot of work and are subject to complaints by both parties.

If you can't require a specific amount or % by policy-we can scare 'em with fees and maybe they'll come up with the number? Do you provide copies of the calculations and require the participant and alt payee to sign off along with their resqective attorneys?

If a sole proprietor has a safe harbor 401k plan, what is the "compensation" for the sole proprietor for the 3% non-elective contribution? Is it Schedule C reduced by 1/2 SE Tax and reduced by all the 401k contributions except the deferrals? I am confused! (Nothing new.)

A Company sponsors a Profit Sharing Plan that provides employees are eligible after two years of service (under the 1,000 hours of service rule, based on employment computation years) and quarterly entry dates. My question: how far can the Company go in excluding service for rehires?

Specifically, what if an employee was hired 2/1/2000 and left the Company 12/31/2001. This employee should have one year of service for each of the computation periods 2/1/2000-1/31/2001 and 2/1/2001-1/31/2002. However, the employee never entered the plan.

If the employee returns to the Company before incurring a one year break in service, I think all service must be counted (although I have a question as to whether the plan must let the employee in immediately, or wait until the next entry date).

However, what if the employee has a one year break in service (plus) and only returns in 2004: Can the plan provide that it will ignore the prior service? I know Section 410 permits a plan to ignore service for this plan if the employee incurs a one year BIS. But, is that rule inapplicable once the employee completes 2 years of service? Or, does the rule apply because the employee never entered the plan?

The language in the regs is somewhat ambiguous, and I would appreciate any definitive answers. Thanks in advance!

(I realize that, in reality, the answer would be governed by the plan document, but I would still like to know the answer from an IRC perspective.)

Harry Beker is saying the participant certification language should read, "expense has not been reimbursed and employee will not seek reimbursement". Is this to be interpreted as saying the employee does not have to submit the claim to their insurance company for payment first?

According to the EBIA Cafeteria Plan guidebook, Health FSA's are permitted to reimburse only medical expenses that are not rembursed or reimbursable through insurance or any other arrangement. We've had participants that have not wanted to submit psychiatric claims (for example) to their insurance company and try to be reimbursed for the full amount being charged for the visit. We told the participant to submit the claim to their insurance for payment first then we would recommend reimbursement on their out of pocket amount.

The new wording is not saying that the expense is not reimbursable under any other health plan coverage, but that the participant will not SEEK reimbursement under any other plan covering health benefits.

Any guidiance on this would be greatly appreciated. Thanks.

We currently prepare IRS Form 5500s for our clients via interactive forms from CCH (I think they come on a CD, but we may access them via the CCH website). We are examining all our subscriptions services and costs, and wondered what other folks use to prepare 5500s. We are a small firm and some of our subscriptions seem expensive and are probably also redundant. I'd love to hear what others think are the best ways to do these forms. Thank you!

Does anyone know where I might find a Word version of 2003-44? I have seen several pdf versions on the Internet, but none in Word.

Thanks.

I have a question about the DFVC process. I understand what forms have to be completed and sent to EBSA, but I am unclear with what needs to be done with the SAR.

If a 5500 (for a H&W) plan was never filed (calendar year effective 01/01/95) and as a result, the SAR was never distributed to participants, what is the requirement 8 year later? Unless I am blind, I did not see mention made of this in the rules and regulations related to DFVC, the FAQs on the DOL website, or by revewing posts in BenefitsLink.

Is the failure to distribute the SAR covered under the DVFC program?

Does the plan sponsor need to recreate who should have received the SAR for the filing years in question?

Any advice on this issue would be greatly appreciated.

Thanks.

Does the recent ruling about the reimbursability of non-prescription medications affect the reimbursability of weight loss program expenses when such expenses are not prescribed by a physician?

Is it possible for a safe harbor 401(k) plan to make a hardship distribution from the safe harbor employer match or the safe harbor employer QNEC? Also, can the plan make a hardship distribution of earnings on various sources of money? I have a safe harbor 401(k) plan document that says hardships can be taken on all money that is 100% vested.

Thanks.

New to section 132 & FSA programs.

With that said, my company has an issue. We rolled out a (pre-tax only) transportation reimbursement incentive program effective 1/1/03. We are now in discussions with the outsourcing vendor for the 2004 program year. They have informed us that per the new IRS guidelines we must provide vouchers if they are "readily available." However, the vendor is going to a purchase card to satisfy the IRS requirements. If we choose not to go this route, we must sign a hold harmless-type agreement.

My questions:

1) Can someone help explain the "readily available" and 1% financial rules a little bit better?

2) We are a NYC employer. Must we do this? I'm not seeing the upside of changing our process for what is still a new program for us. Our vendor has confirmed that ee's will lose out since the cards cannot be distributed before mid-Jan 2004.

3) Does anyone know where I can find the reg reference? I've tried the IRS website, and the Code of Fed Regs to no avail.

Thank you one and all.

I apoligize if this has been covered on the boards before...and I know this should be simple...

I have a safe harbor 401(k) Plan - no eligibility requirements, entry is date of hire. Employer uses safe harbor match formula. Employee hired in March of 2003, but does not begin deferring until July. I know the safe harbor is 100% up to 3% deferred and 50% of the next 2% (4%-5%). When I run the discrimination test at the end of the year, (immediate eligibility), the test will look at deferrals from July - Dec, but compensation from March - Dec. This will make the employees annual % lower than it actually is, of course. How do I compute the safe harbor match for this employee, based on the amount deferred/associated compensation or on %tage deferrred/associated comp? As an example, let's say the employee is deferring 4% beginning in July. Their comp is $10000 from Jul - Dec, so they defer $400. At year end, total comp is $18000. Annual ADP % = 2.22%.

Is the safe harbor match due $400 (100% up to 3%, participant at 2.22%) or $350 (100% of 1st 3% deferred and 50% of next 1%). Assume the Employer is depositing the match annually. Again - I know this should be easy, but I've gotten stuck here and can't get past it. Thanks in advance for input.

Are any of you familiar with any deemed IRAs, whether traditional or Roth, being created as an adjunct to any existing qualified plans, 403(b) plans, or government 457 plans? Are they successful? Are employees using them to make voluntary contributions? Have any of you seen any plan administrative materials or plan documents for the same (or than the IRS sample amendment language)? I have trouble seeing the advantages of any of this, but hope to see some articles or other materials that educate me on all of this.

Thanks!

IF a plan needs to be amended for the new regulation which is effective January 1, 2004, should an amendment be adopted before the end of the 2003 plan year or the 2004 plan year?

Thanks!

In a SIMPLE IRA, we understand that if the Employer chooses a non-elective contribution it must be made for all eligible participants. If they choose a match, please confirm that it is only made for the employees who actually have salary deferrals. A CPA is stating that all eligible employees get the match regardless of whether or not they defer.

I am looking for a 1996 Form 5500 (not C or R). Do you know where I can find an electronic copy? Thanks.

Does the code allow for participant loans from Simple 401(k) plans?

Hello,

Looking for opinions on the following:

If a 403(b) plan is subject to ERISA and has a formal plan document, would protected benefit rules apply? For example, would protected benefit rules apply to eliminating optional forms of distribution or changing normal retirement?

Thanks

I would like to hear comments and experiences for those that are using the Web/Internet module for Relius.

We are going through analysis of various recordkeeping platforms and a functional web module is a critical requirement (since we are focused primarily on daily plans).

Any and all information is appreciated.