I want to confirm that it is necessary for employees to re-elect 'pre-tax' or 'after-tax' under the premium conversion portion of Section 125 at the beginning of each plan year. Is this really the case or do they only need to select this when they first enroll in the insurance plan?

Does anyone know if the federal underpayment rate under Sec 6621(a)(2) is published on the web? I need this rate to determine an earnings calculation under the DOL's VFC program. Thanks for any help.

Need to terminate and distribute a DC plan yet in 2000. Since, at least to my limited knowledge, there are as yet no approved "GUST"-restated prototype plan documents available, how does one amend a plan for "GUST" in order to terminate?

Thanks for any and all repsponses.

I just quit teaching to enter the business world. I had a 403(B) plan in the State Teachers Retirement System (STRS) in California. I am considering rolling approximately $15K into a Roth IRA, and have a few questions:

1. Should I roll the amount over, or leave it where it is?

I never plan to return to teaching.

2. Should I put it into a Roth or something else?

3. How do I go about making this type of transaction?

Please help.

When calculating eligibility for catch up in the 457 plan, how would one count contributions to a 401(k) plan during the 457 under deferred years?

We have both plans available to our employees - the participant has not deferred any compensation to the 457 in the last 3 years, but maxed out in the 401(k). Can I count those last three years as under-deferrals to make her eligible for the maximum 457 catchup?

If an ESOP allows Stock and Cash in the same participant account, then can a terminated participant request a direct rollover to an IRA for the cash portion?

If anyone here took the EA-2 exam today, did you understand question #45? It was the question relating to the restricted highly compensated employee's distribution. What was your take on what the question was asking?

Gateway for "super-integrated plans"? Any thoughts on how this would work in 2002 for a plan with a contribution of less than 5%? Just make sure no HCE gets more than 3 times any NHCE?

Example, employer contribution is allocated proportionate to 3% plus 10% over $50,000?

I seem to remember that when a new employee starts, COBRA information must be sent to the employees spouse and dependents. Can anyone confirm this?

A c corp owned primariliy by an ESOP wishes to convert to an S corp. The built-in gains tax triggered by the conversion, however, has proven to be a significant obstacle. Any ideas on eliminating or mitigating its impact would be appreciated.

I am looking for a dual deductible fully insured health product. Anyone have any suggestions?

I have a client who is interested in enacting the Section 132 benefit program on a pre-tax basis- both transit and parking.

Can someone who handles this internally e-mail me their phone number so I can be educated as to how this works procedurally within the organization.

Thank you.

I have a PS plan and a MP plan both merging into a DB plan. Is a 5310-A required to be filed??? Thanks.

My Question:

An employer offers only fully-insured medical coverage in its cafeteria plan. Does the medical plan have to prepare a Summary Plan Description and issue it to employees ?

Before you think about this question .... I found conflicting answers in the Benefits Link Q & A Section as follows:

Q&A Section: CAFETERIA PLANS (question # 94 of 12/28/98) answered by R.C. Morris Incorporated. He says NO !

Q&A Section: ERISA (question # 60 of 07/21/99) answered by Royce Charney ...who is some kind of world famous TPA guru. He says YES !

(Does anyone know which of these professionals is correct or am I simply not understanding something ?)

I'm somewhat confused about the premium for a former spouse of a former employee. The spouse elected COBRA when he and his wife (the employee) got divorced. At the time, the wife was still enrolled as an active employee. The insurance company continued to bill us for the two of them as Employee plus Spouse. (FYI - plan bundles rates for active employees, i.e. Emplpoyee only = $170.40, Employee & Spouse = $378.90). Recently, however, the employee terminated and did not elect COBRA for herself. The plan is now charging us individually for the husband at the $208.50. My question is, since he is a QB and no-longer "bundled" with the employee, shouldn't his rate be the same as a similarly situated "unbundled" QB ($170.40)?

I recently terminated employment with Employer A and have informed that I can continue COBRA coverage for an 18 month period. I recently accepted employment with Employer B and have now discovered that my spouse (who lives out of state) is not covered under Employer B's HMO policy (since she lives out of state). Can I choose to decline coverage under Employer B's policy, and elect COBRA coverage from Employer A?

Has anyone seen the official annual limitations for 2001? If so, please advise where I can find them. Thanks.

I am interested in purchasing a reference guide on the subject of international benefits as we are expanding globally. We had located one previously in HR Exec magazine, I recall, requested the report (which included a CD I believe) and did not receive it. We have been unable to find that ad again. Any advice on an extensive reference for international benefits?

Does anyone have a "maybe" 401(k) safe harbor notice that they would be willing to share with me. I have sample notice we use when the employer does not want to utilize the "maybe" option of Notice 2000-3.

I'm setting up an ESOP for a company. The client wants to know if the participant can "put" the shares to the ESOP in addition to the employer as required by 409(h). I did some research and the legislative history and a few secondary sources suggest that this is permissible. I'm uncomfortable with the idea. Any thoughts? Thank you.