Does anybody know anything about DC healthplans? Are they similar to regular 401k plans as far as adminstration? Where would be a good source to find information about DC Healthplans. Thanks

There is an employee that was terminated in 1999. This employee is an attorney and received wages due to a pending settlement over the last couple of years. He received his final settlement wages (W-2) in late 2001 even though he is terminated from the employer. Does the employer still have to contribute to the SEP for him?

Are 403(B) Plans Subject to ERISA (we are a non-profit) subject to the February 28th deadline to amend for GUST???? I am very confused. I have read Revenue Procedure 2000-27, and it doesn't seem to address it. Thanks!

With one of the criterial for a DB plan to be exempt from coverage from the PBGC being if the plan covers only substatial owners, my question is:

If the plan covers a controlled group, does the ownership apply to the total of the entities or would greater than 10% ownership in one of them suffice for being a substantial owner? Any cites would be helpful in your answer.

Here's a fun question. I've been managing our company's 401(k) plan for a year, and we've been using a third party administrator. We switched plans and administrators in the beginning of 2001. Our previous administrators recently sent me a note that we matched to much to some highly compensated employees' accounts in 2000 (we didn't cap their salaries at the $170,000 limit).

I know that a distribution of excess contributions needs to be made after the plan year in which those contributions were made (and within 2 1/2 months to avoid any fees). Does this also apply since it's only the matching piece that is in excess and not any employee deferrals?

I tend to think we need to go through an IRS voluntary compliance program, but our former TPA says not necessary.

Thanks for any insight.

Does a person on COBRA need to receive a copy of the SAR?

If a non-electing church plan doesn't need to file a 5500 and they are not covered by the PBGC, do they need to notify either the IRS or the PBGC if they terminate?

Do they need to do any of the various participant notices? ie: Notice of Intent to Terminate, Notice of Plan Benefits

Do they really need to do much of anything to terminate?

I have a client with both a 401(k) and an MPP that has just informed me that a good portion of his NHCE's will be joining a Union. He was asking me about the requirements for top heavy because he's worried that their plans will now go top heavy. (The Key's are currently at 47%.) He also want to allow the Union folks to continue to participate in the 40(k). I told him I thought the Union folks were not entitled to any minimum top heavy benefit as long as they were in a plan that was subject to collective bargaining. Any contrary opinions?

I have read that the 10% penalty is waived on distributions from an IRA if the distribution is to purchase a primary residence, on amounts up to $10,000. Is this true for 401(k) plans as well? If so where can I find supporting documentation in the regulations?

I have a plan where the client wants a discretionary match. The client also insists that allocation formula be discretionary as well.

Is that allowed? Can I leave that section of the document blank?

DB plan allows employees to collect their monthly pension upon attainment of NRD if they work part time (under rate of 1,000 hrs/year)

Plan obviously does not allow part time person under NRA to collect because it's not a distributable event.

An early retiree wants to return to work and continue to collect. Should this be permitted? Plan is silent on issue and has no suspension of benefit language.

Can the plan deny future pension payments?

Can the plan be amended to not allow payments in such situation? If so, does this have to follow the suspension of benefit rules, or can the plan say that someone younger than NRA cannot collect at all, regardless of hours.

Any help on this would be appreciated. Real situation.

A participant is enquiring about whether or not he can defer on a bonus, paid in 2002 that was earned in 2001, for the 2001 plan year. Treas. Reg 1.415-2(d)(5)(ii) states that you can do this if these payments are made within the first few weeks of the next plan year. Does anyone have any idea as to how much time "few weeks" indicates?

My first thought is that if it wasn't made by January 31, it couldn't be included in 2001 as compensation for the 1099r filings. However, I guess you could make a case that a few weeks extends beyond January.

If anyone has any guidance on this issue or a relevant case study, I would appreciate it.

Outside of stock, which would obviously not be worth much, how safe are the other investments in a 401k? For example, say I have 4 mutual funds, that my money is equally distributed. If my company goes bankrupt, are the mutual fund monies protected? If so, where can I find the legal documentation stating so? If it is not protected, then the option is to roll the 401K money out of the company plan and into IRA's?

As trustee, if you are taking investment directions from a QPAM, is your liability in some way limited because of the QPAM;s status.

or, in the alternative, does that simply permit investment types which would otherwise be deemed prohibited transactions.??

it was my understanding that if investments were being directed by a QPAM the trustee/custodian/fiduciary was in some way relieved of liability regarding those investments.

can anyone confirm, deny or explain this in a bit of detail please.

many thanks.

The document we use provides that employees must be able to revoke a salary reduction election at any time. The ER can chose how frequently they want to allow other modifications to be made. The client wants to know why he has to allow revocations at any time. I'm not finding this requirement in the Code or Regulations. Is this a statutory requirement? If so, what is the cite? Thank you

An individually drafted plan document was amended for 2001 so that all employer stock in the plan is part of the ESOP. This allows the plan to take full advantage of the 404(k) deductibility. When performing the ADP test, the employer stock contributions are seperated from the other investment contributions per Treas Reg 1.401(k)-1(g)(1)(B).

Issue: The plan has been restated for GUST with prior year NHCE percentages being used for ADP testing. Since the plan did not segregate employer contributions that were salary deferrals in 2000, I'm not sure what approach I should take?

The sponsor does not want to amend to current year due to planning considerations with HCEs going forward.

Any suggestions or comments are greatly appreciated.

Thanks

Brian

Is it acceptable for a Multiemployer Plan to charge Employers who fail to respond to requests for participant (employee) information a fee for failure to comply with the request? Is anyone using this administrative practice? Or does anyone know of any restrictions that would prevent its use? Thanks in advance for your help.

Two plans of the employer are aggregated for testing. One is a DB and the other a DC. The DB plan's accrual is based on compensation for the whole year. The DC plan's allocation is based on compensation from DOPE.

Would I be able to test using the compensation from DOPE or would I have to use it for the whole year?

I have a current 403(B) client who has been told that they are able to convert the 403(B) to a 401(k). Is there pending legisation that would allow this?

Can anyone give me some guidence on this issue? I took over plan that has allowed hardships to be paid to participants. The plan document does not allow them. The processed hardships were in a prior year. How can I correct this?