Can I just add an amendment to a P/S plan plan? Or do I have to purchase an entirely new document with all the 401(k) features?

This isn't your normal snap-on amendment...

As 402(g) is an individual deferral limit, 415 is whose limit? employer? plan? employee?

Here's why I ask:

We have an employer with a profit sharing plan. Among their eligible employees is a person who owns his own business. In addition to the generous profit sharing contribution he will receive from his employer, this employee/business-owner would like to create for himself a uni 401(k)/mini 401(k) (a one-person, business-owner retirement plan).

He is eligible to receive a hefty profit sharing contribution from his employer. He is aware that he cannot defer in excess of the 402(g) limit for any given year, but is wondering if it is permissible to receive, in combination between his employer's plan and a uni/mini-401(k), in excess of $40,000 in profit sharing contributions (or whatever limit applies for a given year).

I have done some web searches and can't find anything that specifically addresses such a situation.

Thanks for guidance!

....but generally yes, until there is a distribution trigger the funds are locked into the plan.

yes, under the reporting regulations, it continues to be the plan administrator's responsibility to issue 1099s.

This ultimately means that the plan can not "drop out" after the interpleader payment.

The regulations on depositing participant deferrals reference "business days." What the heck is a business day?

Is it basically everyweekday except for a banking holiday?

We have a several DB plans that we have recently restated for GUST. The termed vested participants were provided SPD's upon eligibility. Is it necessary to provide them with new SPD's?

Thanks.

If an employee rolls money to a 401k with her current employer from a previous employer's 401k plan, can she later roll those same funds out to an IRA while still employed with the current employer? Or are the funds typically locked up until she terminates from the current employer?

Simple question - I'm thinking about converting a regular IRA to a Roth IRA. Will I be allowed to offset the taxable gain on the conversion with some investment losses I took this year?

Does anyone have a one or two page summary of features of various qualified plans: 401(k), Simple, Profit Sharing, Money Purchase and DB plans.

Does the new S-O bill eliminate, or severly limit, SERP Swaps for executives and directors for public held companies?

An employer allows 401(k) plan participants to invest in company stock. When dividends are paid, the participants may elect to have them distributed from the plan or reinvested. Does such a distribution of dividends count toward a participant's MRD?

I work for a public school district in Minnesota. What is the maximum employer contribution for a 403b. The currently do a 1 to 1 match up to $2,000. How high can this match go?

Thanks for any help!

Hi,

My husbands previous employer didn't pay our insurance premium

for Nov'01. Without knowing this, we had been to the doctor.We received a medical bill last month saying that the insurance denied payment as we didn't have insurance coverage for November 2001.

We are trying to contact them, but they are not responding.We have only Check copies from the bank as a proof of payment.

1.What should we do now?

2.Is the check copy sufficient to prove that I have sent the premium to my former employer?

Thank you

Through work, I have contributed $2080 to a TIRA. Additionally, I have contributed $2400 to a Roth IRA. I was advised that I could do this since the TIRA was through an employee savings plan. However, I am not sure this is the case. It appears that I am only able to contribute $3000 aggregate between the two accounts.

I have had both accounts for a several years, which means I may have over contributed for several years. (In years past, I only contributed $2000 to each account.)

If this is the case, what are my options?

Is it possible to transfer the Roth IRA into my wife's name since she does not have any IRAs?

I inherited a cash balance plan in which it appears that "interest" accrues only to the date of termination of employment, not until Normal Retirement Age. (After termination of employment the interest rate is zero.) I understand that the IRS doesn't like these plans and that there may be serious problems, but I haven't been able to find anything in writing.

Can anyone give me a summary of the problems or point me in the direction of a good ruling or article?

Thank you.

Is there any restrictions/regulations that keep union employees from participating in a 125 plan?

If a plan only permits one loan outstanding, how would the refinancing proposed regulations work? The regulations treat the refinancing as two separate loans outstanding on the date of the transaction, but is it possible to merely replace one loan for another loan under a plan that provides that only one loan can be outstanding?

I am trying to understand the rules in HIPAA to see if I will be affected by pre-existing conditions. I lost COBRA insurance on Nov 1 and will be enrolled in my employer insurance on Jan 1st. Is it correct that since I have had coverage for years and will only have this 61 day break in coverage that I will not have a pre-existing condition in my new plan with my new employer?

I know this is very elementary for some, but I am in need of some resources to educate myself on 401k plans. I would appreciate any information that could be provided.

Employer started a SARSEP in 1996. In second quarter of 2002 "switched" to a 401(k) and now wants to "switch" back to the SARSEP. There were some SARSEP deferrals in the first quarter. Can the employer "re-start" the SARSEP?