Are bonus payments considered part of compensation?

Thanks

I am trying to find out the industry standard for processing a Balance Forward 401(k) Plan using the following criteria:

1. About 1000 participants

2. Plan is self directed - 4 different funding companies - participants can

have as many different funds as they choose in any or all fund families.

3. Plan offers Life Insurance - about 200 participants use this provision

4. Plan offers Loans & permits re-financing - annually about 300 loans

to reconcile.

5. Contributions processed monthly.

6. Plan totally reconciled annually.

I am trying to determine what the industry would say the standard time is

to reconcile a plan of this size. Right now it takes about 120-160 man hours

just to do the financial reconciliation. Each asset for each participant must

be reconciled, then each fund family is reconciled, loans, insurance, money market cash flow account and finally all the components roll up to Balance Sheets and Income Statements. Just to enter the money market cash

entries and balance each month of cash flow takes about 12 hours. Currently the work is being done by very experienced recordkeeping individuals. The time consuming part is entering all the data and then of

course trying to reconcile out of balance positions.

Electronic downloads of fund activity have not yet been available from any

funding company - we think if we could get these the process could be

somewhat streamlined.

Any opinions anyone might offer will be gladly accepted.

What are the deferral limits for a person over age 50 who was in a SEP for the first 6 months of 2003 and then moved to a 401(k) plan effective July 1?

Is it the $12,000 plus $2,000 catchup for the 401(k) or must that limit be prorated along with the SEP limits?

I received a match calcuation and am questioning the method used.

Document states:

3 mo. eligibility for deferrals and a 1 YOS eligibility for match portion.

Compensation from DOP is used.

Match is calculated for plan year (not payroll basis, etc.)

Match is 10% up to 6% of deferrals

My question is , deferrals from what time period should be counted in determing the 10/01/02-12/31/02 match?

If this participant deferred $1000 from 01/01/02-12/31/02, I would typically determine their match using the full deferral amount and comp from 10/01/02-12/31/02.

The match calculation I am looking at uses comp and deferrals from 10/01/02-12/31/02. Is this correct?

I would appreciate any input. I haven't been able to find anything in Sal's book regarding this.

I have a top heavy age weighted profit sharing plan that does not have a 401(k) provision. They are not making a contribution for the year. There are forfeitures to be allocated. My question is this can the forfeiture allocation which is less than 3% for all including the HCE's be counted as the contribution or do I have to contribute in addition to this to bring it up to 3% for the NHCE's?

I was watching an old Adam West "Batman" episode and just had to pass along this delicious one that The Riddler dropped on the dynamic duo:

3 men are adrift in the middle of the ocean in a lifeboat. They have no other provisions except for the clothes on their backs, as well as 4 cigarettes between them. They have no matches, zippos, flints, or any other obvious means by which to ignite them. So, how do they all smoke?

(Wait for it.........its worth it.........)

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They throw 1 of the cigarettes overboard and make the lifeboat a cigarette lighter!!!

(other than all the actuaries out there, I wonder if anyone else knew the answer )

We are finishing up our plan restatements, and an ongoing issue for our self-directed 401(k) plans is whether or not the plan is 404© compliant.

It's not that I have any doubts that these plans are by the nature of their administration compliant with 404©, but my take is, unless the sponsor has specifically said, "We want to be a 404© plan," I don't think we should just assume that they are.

Someone else's take is that if you are not specifically selecting an option to be compliant with 404© it raises a red flag, and you are more vulnerable. We should therefore be selecting the 404© option in our documents where self-directed accounts exist.

So, what is the answer?

I am 56 years old and in September 2003 will retire from Federal Civil Service and will receive severance pay under the government's "Voluntary Separation Incentive Plan". The incentive will be paid to me in 26 biweekly installments after my retirement. The incentive is "income" and taxed as such. I have been told that it will be reported to the IRS as Wages, Tips and Other Compensation in Block 1 of my W-2. My question is, assuming I am not employed after retiring, can I continue to contribute to my Roth IRA during the period I receive the separation/incentive pay installments?

Question about 404(a)(1)(D)(ii) -

Would benefit increases due to EGTRRA amendments be considered as a plan amendment increasing benefits for HCE?

I believe that IRS has previously indicated in conferences that cost of living increases in 415 and 401(a)(17) limits are not considered amendments for this purpose, but I am not sure about the EGTRRA law changes and amendments for those changes.

In a number of professional practices that are P.A.'s (C corporations) employment contracts often provide that the individual will receive a specified percentage of any amounts that are collected for that employee's services after the employee terminates employment. Identical provisions will be in the contracts of all professionals.

Does anyone treat these provisions as ERISA severance plans?

Does anyone know what the consequences would be of an employer implementing a cafeteria plan arrangement without establishing or drafting a written cafeteria plan document? Evidently, the client has been operating a cafeteria plan arrangement for years; however, the written plan document, as required under the Code, cannot be located. Any thoughts would be greatly appreciated. Thanks.

Is is permissible to merge two 457(b) plans maintained by one tax-exempt employer into one 457(b) plan without triggering adverse tax consequences to participants? There is no severance of employment of participants, therefore the 457 regs regarding transfer of assets would not be satisified. Any thoughts on whether a merger would be permissible when the corporation remains the same (no acquisition or divestiture) and there is a 457(b) merger with participants continuing in employment? It is unclear to me whether 457 regs on transfer of assets also intend to cover plan merger situations.

Employer had late deposit of employee deferrals during 2002. Accordingly, lost gain was calculated and allocated to each participant who had deferrals during that period. The amount was fairly minimal, so most participants received $.01. However, when making the contribution for the lost gain, it was discovered that many participants had terminated and received a distribution. The investment company will not open an account for a participant to invest $.01.

Does anyone have any ideas as to how to apprcoah this? My initial thought is to dump into forfeiture account. Any thoughts are welcomed.

Hello,

I am trying to find (or develop) a list of cash balance lawsuits. I'd like to find something with basic information about the cases (name of case, quick summary, current status of the case). Do you know of any publicly available sources that would contain this information?

If I can't find an available list of cases, I'll have to create my own. So far, I've found information about the cases listed below. Do you know of any other cases involving cash balance plans?

*Cooper, et al. v. The IBM Personal Pension Plan and IBM Corporation

*Berger v. Xerox Corporation Retirement Income Guarantee Plan

*Lyons vs. Georgia-Pacific

*Engers v. AT&T Managment Pension Plan, C.A. 98-3660 (D.N.J.)

*Amara v. Cigna Pension Plan, C.A. 01-2361 (D.Conn.)

*Edsen v. Retirement Plan, Bank of Boston

*Aull v. Cavalcade Pension Plan

*Eaton v. Onan Corporation

*Corcoran v. Bell Atlantic Corp.

Thanks in advance for any assistance you can provide.

Patrick

When handing out the SAR's to participants- does the Schedule A (& D?) need to be attached or just available if they request it?

Thanks,

Rachel

We have a 401(k) plan. Deferrals only with a 3% safe harbor match. No match. No ps contribution. Both Highly and nonhighly get safe harbor once eligibility is met.

Question: I know I don't need to worry about the acp/adp testing. What about the average benefit testing?

I have a defined benefit client who is a chiropractor with fewer than 25 participants. Is he subject to PBGC premium payments, coverage, regulation, etc? Thanks.

Question- The plan document is a Profit Sharing Standardized Adoption Agreement. The client would like to change to a Non-Standardized Adoption Agreement where participants would have to be employed on the last day of the plan year and work 1000 hours to receive an employer contribution. Can this be done?

Thanks for any input.

I am told that if an Insurance Company recieved compensation from the Plan >$5000 they need to be reported here. What code should be reported for them, it is an Insurance Company like Manulife.....Any help on this schedule would be appreciated b/c this is the first on I have done..

Thanks,

Carson

A question so dumb, nobody's asked it it seems!

Do non-participating participants get a copy of the SPD, or is the requirement confined only to those who are actively participating, or those who are beneficiaries?