With the new tax bill being passed, I see that in most cases the MPPP will no longer be needed. The elimination of the 15% deduction limit for P/S plans makes the MPPP obsolete.

How would you get rid of the MPPP (assuming you have paired plans)?

1. Terminate the MPPP

2. Merge the MPPP into the P/S plan

3. Freeze the MPPP and keep it around just in case

I am curioius as to how others are plannig on handling this situation.

A female participant in a pension plan has a restraining order in place against her soon to be ex-spouse (they are still currently married, not legally separated, etc.).

In order to receive her pension distribution, a spousal consent is required. However, the restraining order forbids the husband from ANY contact with the wife.

How does one satisfy the consent requirement for a distribution in this situation since for all intents and purposes, it will be impossible to obtain a spousal consent to the lump sum distribution?

Does anyone have any experience with getting estimated social security retirement benefits from www.ssa.gov? If so, do you know of a way to determine them as of a date different than the last day you work? For example, if someone was 55, wanted to stop working (and thus have no wages) at age 58 and wanted to know what his benefit would be at 62, is there a way to calculate that other than writing to the Social Security Administration?

An employer wants to have a 401(k) Plan with 1 year of service requirement for entry on the 401(k) deferral piece. THey would also like to, in the same plan, have a new comparability formula profit sharing piece with 2-years of service for entry.

For 401(a)(4) testing on the profit sharing allocation, do I need to include employees who met 1 year of service for deferrals, but not 2 years of service for the profit sharing piece???

What if I give the 401(k) eligible participants a safe harbor 3% contribution, then do i need to include them in the profit sharing 401(a)(4) testing?

thanks!

Looking for a way to manipulate a comma delimited or other type of file generated from TRAC2000 in Quantech for testing purposes.

I'd appreciate any tips.

Thanks, JCatt

A plan sponsor establishes a new plan as of the 2000 plan year by adopting a new prototype document. The prototype document is submitted for a GUST determination letter in 2001 but has not yet received a response. For the 2000 plan year, ineligible employees are given a profit sharing contribution.

Is this situation eligible for correction under the IRS Self-Correction Program (SCP) due to the prototype having applied for a determination letter, or is it ineligible for SCP? If it is ineligible for SCP, what actions should the plan sponsor take to correct the contributions for the ineligible employees?

I am a retired federal employee and now work for my county government. Our board enacted an ordinance for a new pension plan for all county employees, but specifically states that former federal employees cannot participate. Are there any specific federal or state guidelines which address their ability to do this??

If a client wants to terminate a profit sharing plan and start a 401(k) plan. Is there a required waiting period between the termination of the profit sharing plan and the starting of the 401(k) Plan. I don't think so and I couldn't find any data on the subject, but I just need to be sure.

Thank you

James

Does anyone have an example of "an actuarial statement of valuation showing compliance" with Section 401(a)(12) and the regs under 414(l) for Form 5310-A question 4(B)?

Does the statement need to be signed by anyone? If so, by whom?

Does the statement need to show specific numbers?

How does the statement "show" compliance?

Is it enough to simply have a statement that the action complies with 401(a)(12) and 414(l)?

A participant completes a distribution form and the spouse completes the spousal consent portion. Shortly thereafter and prior to the distribution being processed, the plan administrator (employer) receives a phone call from the spouse requesting a hold be put on the distribution as they are involved in a pending divorce.

shouldn't this participant receive the distribution absent a QDRO or a pending QDRO?

Does anyone know where I can find some info (discrimination testing) regarding setting up a Cross-Tested PS plan and a DB plan for the same employer?? Thanks.

Does anyone know where I can find some info (such as discrimination testing) regarding setting up a Cross-Tested PS plan along with a Defined Benefit Plan. Thanks.

ICMA, one of the largest 457 plan vendors, allows loans in it's plan if the employer requests they be made available.

Other carriers say that loans are not allowed.

What's the story? Are loans allowed by law in governmental 457 plans or not?

I possess the 71 TPF&C mortality table.

I have seen where the assumptions in a Plan require a ratio of rates from the 71TPF&C male and female tables.

Since I only have the one table (presumably a male table) does anyone know of the difference between the male rates and the female rates?

Or have the two distinct tables?

A professional corp. is owned 100% by the doctor. The doctor has several part time employees, none of whom have ever worked 1000 hours. The doctor and wife are the only ones who have ever had an account balance in the plan.

This plan is several years old and has always filed a 5500EZ. Is it correct to file a 5500EZ under this situation? I think that it is a "one participant", but, i'm not sure.

:confused: I need some help from somebody. I have been working full time and attending Jr. College part time for the last 5 years. I have transfered to a UC, and decided to quit my job, and get my BA. My question regards my 401k. I am going to need all the money I can get for school. Can anyone tell me if there is a way I can either roll my money over and borrow against it, or take it out without being penalized?? Please help me...

Thanx

Jason

I have a company who started a profit sharing plan in 1990 and then a 401(k) Plan in 1996. They would like to merge the two into one 401(k) Plan. Is there anything else I need to do other than checking the box marked 'final return/report for the Plan' on the 5500 needed for the IRS? Does anyone know of anything else that should be done? Thanks for the help!

Mike

Does anyone have a daily plan with employer stock as an option? If so, will Relius allow you to limit the amount a participant can invest, for example - 25%? How do you handle the stock, is it in a management account or do you go directly to the market? Thanks for your help!

I am the Office Coordinator for a small company and I would greatly appreciate if you could share your vacation/sick policies. We are currently in the process of re-thinking our existing policy. Any suggestions or examples of your policies would be greatly appreciated.

Given the following situation: DB and 401(k) plans which are top heavy, same ee's covered in both except two non-keys excluded from DB, 401(K) has only deferrals and match, TH minimum covered in DB. Question: what about the excluded ee's that are not getting the TH min in the DB? Do they need a contr in the DC?