A participant entered the plan on 7/1/00, and was hired on 6/9/99. His employer contribution is based on compensation from date of participation. Is 415© comp for this person from participation, 7/1/00? Or is it for the full year?

Does anyone know why IRC section 402(a)(8), which characterizes 401(k) deferrals as employer rather than employee contributions, is not found in the main body of the Code but rather in the small print part that looks like older, repealed sections?

:confused: Selling grocery business; no retirement plan for employee. Want to give deferred compensation to employee after 33 years with us. What are the tax requirements on deferred compension of this sort?

Can anyone point me to a stand alone testing module for cross-tested plans? Is there such an animal that doesn't cost tens of thousands of dollars?

I have access to a proposal system (which works most of the time), but can't seem to find anyone who also doesn't want to sell me an entire allocation system - which I don't need!

Thanks...

Does anyone know whether it is permissible for an entity that changes its status from private to governmental to continue to maintain a 401(k) plan? I know that as of 12/31/98, governmental entities can no longer sponsor 401(k) plans unless they are grandfathered, but I was wondering how the rule applies to an entity that had a pre-exisitng 401(k) plan and is just now becoming a governmental entity.

I am enrolled in my employers Cafeteria plan Medical Flexible spending account and have had payroll deductions for this purpose taken since the beginning of the year. I have submitted a claim which has been approved by the third party administrator.

The third party administrator has not received funds to cover this claim from my employer. Can some one tell me how long my employer can hold the funds before paying the administrator? In other words what do the statues say about how long I must wait for payment? I have contributed more to the fund this year than the claim is for. The claim is for over $500.00.

Thank you.

Our company specializes in non-qualified plan administration (IRAs, SEPs, SIMPLES, etc) w/ a few qualified retirement plan business thrown in. We subscribe to an outside vendor who supports our prototype plans. This vendor also provides administrative document support in that they take care of drafting non-qualified marketing brochures which we can customize & put our company logo, as well as administrative forms for our customers to use.

We're working on a project to "shop around" different vendors to make sure we're getting the best services for the best price.

The problem is, we aren't finding anyone who specializes in providing this kind of service to a company who markets non-qualified plans to customers. The yellow pages have turned up nothing....

Do you know of any firms (& their URLs) of who are in this line of business?

If an employer maintains a US qualified plan and has Puerto Rico resident employees, how does the employer go about qualifying its plan with the Puerto Rico Treasury Department? Where can one get a copy of the qualification procedure and forms?

Joe dies in 2001. He became 70 1/2 in 2001 but hadn't taken his RMD yet. Does the RMD for 2001 go as a taxable item on his final 2001 tax return?

can a corporation carry forward the deduction for profit sharing contributions made in a year it has no profits? do retained earnings have anything to do with this?

How long do I have to terminate the 401/psp plan after the PC is closed? The owner wants to submit and get a determination letter. Is it possible to freeze plan when sponsor is no longer in business?

Does anyone know where I might look to get insight on the above?

Is an accountant's opinion required for a cafeteria plan 5500?

What are the risks for self-insuring a dental plan? How do I calculate the potential liability? How risky could it be? It appears to be low to medium risk according to my novice calcs.

I have a choice in fully underwritten with premium and enrollment limitations, a rider to medical coverage taht forces ees to take the dental coverage or to self insure (annual max 1,500). My goal is to offer a free-standing dental plan. Self=insuring seems to be a good solution. Your Thoughts?

A client has semiannual open enrollments under its health/dental plan. The premiums are paid through a 125 plan. What is the effect of the midyear open enrollment? It does not seem to fit any of the change in status, cost or coverage pigeonholes. Would an electing employee be able to elect coverage but not pay the premiums pre-tax until the start of the next year? Would it make a difference if the employee had been eligible at the last open enrollment (i.e. this is not their first "entry date") and has had no change in status since then? This health plan allows entry after a 90-day wait for new hires, but requires that employees enrolling "at will" do so only at one of the 2 open enrollments. Clearly that is fine for the welfare coverage, but what about the 125 entry?

We have a company with 250 participants who have a partially self-funded Welfare Plan for medical insurance.

What are the audit requirements for this plan? Can anyone point me to documentation?

Thanks for the help!!

A participant in a state sponsored 401 (a) deferred compensation plan was found to be ineligible to participate after nearly twenty years of employer/employee contributions. If the plan administrator is willing to return the contributions to the employer, what options are available that would allow the contributions to continue tax deferred for the benefit of the employee?

Are there any set deadlines for making a mid-year election change? I am aware that the change must be "consistent" with the change in status event, but do not know exactly when a change is considered timely. In this case, an employee had a change-of-status event 3 months ago and is just now asking for an election change.

I have a client that has both a profit sharing plan and a money purchase pension plan. My understanding of the changes made in the 2001 tax act are that they will no longer need the MPP plan for 2002 and beyond. Is this correct?

Also, assuming it is terminated, should it be terminated 12/31/01 or sometime in 02?

Thanks.

Who has recordkeeping responsibility for loans and payments-the employer and the plan administrators, or just the plan administrators? If there is a problem with the recordkeeping, should the company accountants find it and correct it, and ultimately call for an audit of the whole plan? We have this in our firm. The payroll deductions are difficult to track since they are as late as possible (42days?) and the administrators have sloppy accounting practices and employee accounts/loans are inaccurate. Now we are going to a new administrator and I think the whole plan should be audited before we get in deeper. I appreciate your answers and advice.

jam

A client has a Tax Deferred Annuity for an IRA. He turns 70 1/2 during 2001. He has mentioned that it is a Non-Qualified IRA. Is there such a thing as a Non-Qualified IRA?? If not, how must his RMD be calculated and can it be taken from one of his non-annuity traditional IRAs?? Thanks.