I have a plan that is trying to exclude seasonal employees. These individuals do not fall into any excludable classification. Could they exclude them if they are hired through a temp. service?

Does anyone have any specific information regarding national average deductible employee and family network and non-network, national average coinsurance network and non-network, national average co-pay per office visit network and non-network, out-of-pocket maximum employee and family network and non-network and average Rx co-pays generic, brand and non-formulary. The research I've done provides general information and very broad ranges for example BLR survey lists deductible at between $200 and $500. I'm sure this also varies by group size.

Wondering if Dental fees incurred by participant's can qualify under the Safe Harbor reasons for taking a hardship? Participant already has a loan out and is having a difficult time paying it back.

Thank You!

can a collective fund under 81-100 create seperate share classes with differing fee structures for different classes of participants.

? thoughts ?

We currently have a non-qualified deferred compensation plan for the executives of a non-profit. The plan stipulates that the employee must work until age sixty-five to earn the deferred comp benefit. Since many of the executives have 20 - 25 years before that age, they are looking for a better deal.

Q1: Can we combine a termination notice with a vesting requirement and still have substantial risk of forfeiture.

Ex. If the vesting requirement is stated as a minimum of six years - any five years plus one year of service after a termination notice is given, and the executive works for 20 years, gives notice of retirement and works his last year, can the executive defer taxation of the deferred comp benefit until the last year.

Q2: Does the answer change if the service requirement after notice of termination is lengthened? If so, how short can the period be?

Any other ideas are greatly appreciated.

What happens if a plan sponsor does not make the required match in a SIMPLE 401(k) or IRA.

I have read some resoponse to children of self employed individuals not being able to utilize the medical reimbursement plan.

If a self employed individual is an employer, and has, as one of his employees, a non dependent child as a legitimate employee, does this employee qualify for the medical reimbursement plan??

I heard on the Clark Howard (consumer) show that there is a government match available for some Roth IRAs. How can I find out if I am eligible for this government match? Or is there one?

I have a plan which had two companies of a control group on one plan document. Company A is being sold and the Company B wants to start their own plan. What action is needed for Company B to get out of A's plan as a participating employer.

Also, will Company B have to wait until the sale is final for Company A in order to start their own plan

Tough question:

We are working with a plan that has not filed 5500's or had any testing completed since 1997. We have already filed tentative 5500's under DFVC and are slowly getting them current.

Question:

Each past year 1997, 1998, 1999, 2000 the HCE's fail the ADP/ACP pretty bad resulting in big corrective distributions. Large enough that if each year's were taken individually, they would exceed the amount in some of the HCE's accounts as of the current date.

Is it safe to say that you would adjust for cumulative losses, or how would you go about distributing a total amount that is more than they actually have?

Anyone have any other insight?

Thanks,

Ronnie Wasel

At age 39 and 43 respectively, my husband and I each have traditional iras and rollover iras from previous 401k plans. We have our own business and also contribute to a SIMPLE ira plan through our corporation. My question is whether we should rollover our exisiting iras into a roth or start yet another account for each of us. Does age matter at all in determining whether to go roth or traditional?? Thanks in advance for any comments.

I know that Acupuncture is an allowable expense under the Health FSA, so would Accupressure fall into the same category and be eligible for reimbursement?

Thanks

Is it possible for an institution to maintain a Title I 403(B) and a non-Title I 403(B) for the same employees in the same year? An employer that already has a Title I 403(B) is contemplating establishing a non-Title I 403(B) for salary deferrals based only on bonuses.

Relius has always confused me with loans. If a person is 80% vested and takes a loan, Relius takes the money from the total account balance and makes the person 80% in the loan. This doesn't make any sense to me.

I have a terminating participant requesting a distribution. He has an outstanding loan (only about a month old.). Relius wants to distribute about $200 more than I think should be distributed.

Example: Balance before loan is $3,988.85, vested balance is $3,191.08. Participant takes $1,500 loan. Relius Profit Sharing Source Balance after loan $2,488.85, vested balance $1,991.08. Loan Repayments of $119.04. Relius Profit Sharing Source Balance is $2,607.89, vested balance $2,086.31.

It seems to me the initial loan should be shown as a withdrawal from the vested balance. Balance after loan is $2,488.85, but the vested balance should only be $1,691.08. After considering repayments Balance is $2,607.89, but vested balance should be $1,810.12 (3,191.08-1500+119.04).

Am I missing something pretty basic? If I am not missing anything, how do I make Relius do what I want it to do (ie, Allocate loan withdrawals/repayments entirely to the vested portion of the account.

Have a plan sponsor with high percentage of employees making below $25,000. They currently match up to 6% of compensation. They want to specify 6% of compensation as the amount that will be automatically contributed.

Would appreciate any direction on 6%. We are comfortable with 3%. Has anybody been through any audits, etc. with the higher percentages?

When executing a merger and transfer agreement between a Money Purchase an Profit Sharing Plan does this constitute a termination of the money purchase plan and thus should the employer sponsor request a determination letter on termination of the Money Purchase plan?

Thank you in advance,

Ronnie Wasel

Has anyone created a report using Crystal Reports that prints out the distribution forms to be mailed out to participants who are eligible for a distribution?

If so, are you willing to share the report?

Employer's tax year is calendar year. They sponsor a 401(k) Plan with a plan year of July 1 through June 30. When would the matching contribution be due for plan year ending June 30, 2002? I assume they would be due by the employer's filing deadline (including all extensions). Is that correct and can anyone point me to the correct citation to back it up?

Is there a form to provide employees with a statement regarding an employer's fiduciary responsibilities under ERISA (other than a summary of 404© regulations)?

I have a COBRA length of continuation coverage question. A company filed Chapter 11 bankruptcy in 1998 and remains in Chapter 11. That company continues to sponsor a health plan. My client will purchase the assets of the bankrupt company and hire some, but not all, of the bankrupt company's employees. The remaining employees will be terminated and the selling company will cease sponsoring any health plans. Under the special COBRA rules for Chapter 11 bankruptcy, could any former employee of the bankrupt company be entitled to a maximum continuation period extending until his death? Thanks.