As the subject of this message suggests, I'm looking for a record keeping system for our DC and DB plans.

Is there anything you can tell me about BLAZE SSI?

As the subject of this message suggests, I'm looking for a record keeping system for our DC and DB plans.

Is there anything you can tell me about Sungard Corbel's Relius Administration?

Doing coverage calculation for a 401(k) Plan with a match.

Initial eligibility is 12 months, regardless of hours (i.e. elapsed time). After such period you are eligible to make deferrals as of the first to occur of 7/1 or 1/1.

For the match, as long as you're eligible to make deferrals you are treated as benefitting under the match.

But, in order to receive the match, the part must work >1,000 hours in the Plan Year. My questions is this, if someone did not receive for two reasons, 1) They did not defer, 2) they did not work the 1,000 hours, are they then treated as not benefitting?

Thanks

I am new to this forum, so please bear with me.

I am working with a 57 year-old male dentist who is married and has one 10 year old child. In the planning stage, we have determined he needs to be investing about $5,000 per month to attain his 10 year retirement goals. Presently we have contacted a pension actuary with respect to a defined benefit plan.

My question is: "Other than a defined benefit plan, what other building blocks shoud we be considering?"

This is my first time to use this forum, so bear with me.

I am working with a 57 year-old male dentist, married and has one 10 year old-child. After having done the planning, he needs to be investing $5,000 per month for his benefit to reach a 10 year retirement goal. We are currently working with a pension actuary with respect to a defined benefit plan.

My question is: "Other than the defined benefit plans ,what other retirement building blocks should I be considering?

My understanding of the catch-up regulations is that a participant does not have to make any type of affirmative election to make or designate amounts as catch-up contributions.

However, assuming that a plan document states that an employee may enter into a salary reduction agreement to withhold amounts from their paycheck only up to the 402(g) limit, does the participant have to give their employer an affirmative election to withhold catch-up amounts which are beyond the 402(g) limit??

I guess I see three options:

1) Amend the plan document to provide for a maximum salary reductions equal to the sum of 402(g) + 414(v).

2) Make the participant complete an additional salary reduction agreement for catch-up contributions.

3) Amend the participant's salary reduction agreement form so that the participant authorizes salary reductions beyond the 402(g) limit.

Anyone see any other options. Just curious how other shops are handling this issue.

Hello, my name is Carol Smith and I am new to this board. I welcome learning much about TSAs! I am currently working with an insurer who plans to support TSA products on new administrative software that needs some enhancements. They will, of course, also be required to handle rollovers into TSAs, and take on existing plans from other administration carriers, so the issue of the important need to handle pre-January 1, 1989 accruals will be required.

The question has been raised around the issue of hardships. In particular, we understand that the employee can access for hardship:

-- pre-Jan 1989 salary reduction contributions

-- pre-Jan 1989 earnings on associated salary reduction contributions

-- Jan-1989-to-current salary reductions contributions

but NOT Jan-1989-to-current earnings on associated salary reduction contributions

The important recordkeeping question is this: is it possible to prorate the earnings proportionally against the total earnings only when it is needed? Or is it necessary to actually separate these pre-and-post Jan 1989 contributions among ACTUAL specific investment choices and determine REAL associated earnings with pre and post monies? The results can be very different depending on the answer. For example, if I had invested all post Jan, 1989 contributions into a recently disastrous technology fund and all pre-Jan 1989 contributions in a well performing equity-income fund, the earnings available number would be different whether exact or prorated.....Any thoughts on this topic would be welcomed!

Carol Smith

Happy Holidays.

I was wondering if anyone out there had an excel formula for calculating the basic safe harbor match.

Thanks!

A CPA just referred a client to me who has been audited for 2000

on his SAR SEP plan.

He did not follow the ADP test rules nor the TOP heavy rules and

the auditor is suggestion some significant correction procedures.

There is a concern about other years also being opened up for audit as a result of this ( and the other years are incorrect too ! )

Does anybody have any suggestions on how to negotiate this with the auditor ?

The annual notice of reconstructive surgery rights under the Womens' Health and Cancer Rights Act may be transmitted in the same fashion as the SPD - does that mean that electronic transmittal is permissible, so long as it meets the SPD e-transmission requirements?

I may be confusing myself, but here is the question

Lets say for 2002, you have a sole prop. who earns 50,000. They establish a 401(k) with all the required EGTRRA amendments.

My calculation is you would take 1/2 the SE tax which would leave around $46,500. My question is can they contribute the 11,000 deferral + 25% of the $46,500(another $11,500) or can you apply the 100% or $40K limit of comp for 2002 which would then be a total contribution of $40,000?

Is it possible to convert from an IRA to the Roth after 70 1/2 years.

Is there any litigation history challenging the SSI offset to a group disability policy for the amount received for a child ?(disability based upon the employee). Where overpayment, or ongoing benefits, are in the strictest sense paid to the child, not to the employee for his/her personal benefit, can an insurer reduce the employee's benefit? I'm referring to the child's benefit only. SSI requires accounting for the use of those funds for the child. Do these two things conflict?

A profit sharing trust owns less than 1% of an S corporation. The accountant maintains that the dividends paid by this corporation to the trust are taxable to the trust as unrelated business taxable income. I have never seen this approach taken. Is anyone familiar with this situation?

I have a plan which is safe harbored using the 3% non-elective contribution, but has a 2 year wait for any additional profit sharing allocation. There are some employees who will not meet the two year requirement and are nhce's. My question is this, if an nhce employee is eligible for the safe harbor but not the additional ps allocation, are they required to receive an additional 2% (to bring them to a 5% allocation rate), since they are benefiting under the plan?

I am thinking that they don't need to since they are ineligible for any additional ps $'s.

Does anyone currently use the trust accounting module for Relius? I am looking for a new trust accounting software package. I have heard in the past that the Relius module wasn't that good. I am curious to hear if it has improved over the last year or two.

Also does anyone know of any other basic trust accounting software packages that are available?

At http://retireplan.about.com/library/weekly...a_divorce_a.htm

in an article Titled "What you need to know about divorce and retirement benefits" the moderator, Harmon W.McKinney,Jr., wrote:

"When a man or woman divorces and doesn't remarry, he or she can receive benefits from a former spouse if they were married at least ten years and you have been divorced two years. The benefits that a former spouse collects will have no effect on the amount the wage earner or his or her dependants or new spouse will collect. Making the wrong decisions about dividing up retirement benefits can cause serious financial difficulties, tax burdens, and/or fines."

Anybody have any idea what he is talking about?

A governmental DB Plan states that if the employee has less than 15 years of Credited Service a loan is taxable notwithstanding the fact that repayment is made monthly over 5 years. Is such a plan rule permitted? Please elaborate.

Since a plan in which only the owner participates is not covered by ERISA, how much bankruptcy protection does this particpant have? Is the protection the same in an IRA, or should the person keep it in the retirement plan? Thanks for all input.

Q&A 7 and 8 of 98-1 only reference the age-adjusted dollar limit and the high 3-year average pay in determining the 415(B) maximum benefit, and the maximum lump sum in Q&A 9. Does this mean that a participant whose high 3-year average is less than $10,000 but whose plan benefit is the $10,000 minimum of 415(B)(4) can only be paid a lump sum based on his high 3?