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?

Does anyone have an article comparing the advantages of daily products over balance forward?

A person inherits an IRA from his parent. If the person rolls that IRA into an IRA in his name, what are the consequences? I think that that exemption from the 10% early penalty no longer applies. What else?

Can an employer contribution more than the 404 deduction limit to a plan, recognizing that they can only take a deduction up to 15% of comp? If yes, what issues need to be considered?

Two plans were invested in a master trust. When dividing the trust into separate trusts (one for each plan) and allocating assets between the new trust, trust A received $200,000 of assets properly allocable to trust B.

Trust A had losses for the time between the transfer and the present, while trust B has earned money.

For purposes of this example assume that trust A actually holds $170,000 of the original $200,000 excess but trust B would have held $205,000 if it had received that excess.

We are trying to determine the amount trust A should transfer to trust B: $170,000 (the amount it has left of the original transfer), $200,000 (the amount originally transferred), $205,000 (the amount B would have if it had received the original transfer), or something else.

Note that both plans are overfunded, although A is less well funded than B.

Thank you in advance for your input!

Does anyone know when the requirement to prvide suspension of benefits notices for employees working past age 65 became effective and where I can find legislative history on that topic?

Also, what transition issues were implemented for employees already over age 65 at the time of this change?

401(k) plan - In a plan I am performing discrimination testing, there are several people that are on a leave of abscence.

They were on a leave for the entire year of 2000, therefore they have no salary to be tested.

The plan & company still consider them as active, eligible employees.

Generally, everyone in the test should have a salary, which is a determinant in testing.

Should these people be included in the test without a salary, or excluded? I can simply enter a termed date of 12/31/1999 to exclude them, then remove the date after the testing is complete.

It's a large plan, some 4,000 eligibles, so 5-6 people won't have a great impact.

Any guidance would be appreciated.

Thank You!

How do I go about finding out what other small hi-tech manufacturing companies are doing about PTO for non-exempt ee's?

I would really appreciate your help.

The following item appeared originally at http://www.benefitslink.com/links/20010627...27-011648.shtml:

Opinion: Might Be Best Not to Save Too Much for Retirement (Fort Worth Star-Telegram)

Excerpt: "Take care that your retirement savings plans aren't too successful. A recent study suggests that aggressive retirement saving raises lifetime taxes and lowers lifetime spending for low- and moderate-income workers.... By contrast, retirement saving delivers as advertised for couples earning high incomes."

I am aware that "GATT" rates are derived from the 30-year Treasury yield rate, however I am confused as to how these are used in calculating minimum protected cash and "WHIPSAW" formulas in my Plan. The GATT factors I see being used in sample calculations include 129.97 for a February 2001 retirement date and 112.81 for an August 2000 retirement date. How are these factors related to the 5.45% and 5.72% rates released by the Fed Reserve for those months??