Does anyone know of a company, law firm, etc. that provides the service of licensing TPAs in all 50 states?

Does anyone know of a financial institution that has a vehicle that will accept UK Group Personal Profit Sharing rollovers?

As I understand the rules the UK will allow a rollover should the withdrawl requirements of the UK be maintained.

Qualified Preretirement Survivor Annuities (QPSA) and Qualified Joint Survivor Annuities (QJSA) apply to a DB plan. Active participant (P) is married and gets spousal waiver to name daughter as beneficiary. P lives to retirement. Plan offers lump sum or annuity forms of payment. Need new spousal consents upon entering retirement status? (Same spouse).

For a DB plan, active participant (P) is married and gets spousal waiver to name daughter as beneficiary. Spouse of P dies and P's daughter still named as beneficiary. P remarries. Do we need a new waiver from new spouse if P does not terminate or does not become eligible for retirement?

An employee takes a loan and is about to start the repayments(to be withheld from his paycheck) and says he can't afford the repayments and that he took the money out for medical expenses and wants it to be deemed a hardship withdrawal? He signed all the necessary paperwork for the loan prior to the loan being issued. Can he change his mind after the fact? If the payroll department doesn't withhold the necessary amount, can it be deemed a distribution? I don't think so, but wanted to hear other opinions.

Does anyone know the Letter Ruling Number of the situation sited in the Oct 27th Wall Street Journal "Tax Matters" where a grandmother paid $163,000 in prepaid tuition for her grandchildren? The amount was non-refundable and was not considered a gift since it was classified as tuition.

I have an interesting situation: a client in her 80's converted her IRA to a Roth in 1998. The amount converted was in excess of $600,000. She died this year with a taxable estate of approximately $1.5 million (45% marginal rate), and her beneficiaries are interested in recharacterizing the entire amount back to a "regular" IRA before 12/31/99. Two questions: 1) Is it permissable for the executor to "step into the decedent's shoes" and recharacterize the Roth? 2) Is it advisable to do so, if this is possible? I suspect that the answer to the second question is negative, in view of the fact that the income tax on the remaining 75% of the conversion amount will be on the final 1040, resulting in an estate tax deduction for the extra income tax due, but I welcome any comments.

ER has historically matched 100% on the first 3% deferred & 50% on the next 2% deferred. Had a really profitable year, so they want to contribute additional matching contributions up to the 15% deduction limit. ER does not want to contribute this amount as a Profit Sharing contribution, only wants to reward those who have deferred 401(k). ER wants to contribute the additional match based on compensation. Is this a possible option? I think not. My thought is to allocate the total match dollar amount pro-rata based on deferrals. (total match dollar amount to get to deductible limit is more than two times salary deferrals) Please provide citations if possible.

My recollection is that such a change cannot operate to extend the TEFRA payout period -- in other words, you can't use a new, younger, designated beneficiary's life expectancy to extend the payout period.

Does anyone know the deadline to amend a prototype IRA document? In particular, we intend to amend a previously IRS approved prototype Traditional IRA with the current version of the IRS Model Form 5305 or 5305-A. If anyone knows the answer, would you please include the IRS reference.

An employer maintianing a DC Plan indicates that they had a DB Plan which terminated in June 1994. I have calculations of the annual accrued benefit at NRA for each participant at the time of plan termination and the lump sum benefit using PBGC rates (each participant elected this lump sum option). I also have years of service under the Plan, "high three" compensation data, as well as birth and normal retirement dates.

Could someone walk me through how I get to the 415(e) DB fraction--particularly with regard to the lump sum distributions, pre-social security age distributions and distributions to participants will less than 10 years of service?

When terminating a prototype plan, either standardized or nonstandardized, and the employer elects not to file Form 5310 (certainly against our advice), what sort of notice is given to interested parties? Is it ok to use the standard format and indicate that the plan is not being submitted? What date is used in place of the application date, which all the comment dates run from? Thanks.

A person is the agent of record or a broker of record for a particular plan. He provides guidance and assistance to the trustees in selecting the menu of funds that will be available for participants to invest in. He also assists with periodic review of fund performance, etc. He will not likely render any direct investment advice to participants (I don't know if this is a material fact or not).

The president of the company is a fiduciary by virtue of being involved in the review and hiring of the investment and administrative service providers. If the broker of record marries the president's sister, as is planned, would this in any way be a prohibited transaction?

The broker would be a party in interest as defined in ERISA 3(14) although I doubt that he will fit the definition of relative in ERISA 3(15).

Any thoughts on this??????

I know this sounds weird, but hey, I'm not making it up......

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A group of Doctors started their Practice on 10/1/99. None were previous owners in the PA's they came out of. Can they make their Plan effective 1/1/99 to get a full 415 limitation for 1999 even though the Practice

was fromed on 10/1/99.

We have a client, we'll call Company A, who has a standardized 401(k) plan. A division of this company, we'll call Company B, has broken off into their own company, however, they still work in the same building and ownership has not changed (so they are a controlled group). Company B has signed Company A's 401(k) plan document as a "Participating Employer".

Am I correct in saying that I should run the ND testing including both companies together rather than separately AND also file only one 5500 since this is a controlled group using the same plan? Thanks!

Back on 9/15/99 a message was sent across regarding what RX are eligible for reimbursement through the medical reimbursement plan? Your replay was that not all prescriptions are not permitted along with a couple of examples. Can you tell me where I might find this list of prescriptions that are not eligible? I work in a health care environment where prescriptions are a good part of all claims. Employees do turn in all types of prescriptions towards their medical reimbursement plan. I'm starting to hesitate every time I receive a prescription for reimbursement. Thank You

I'm looking for additional benefits/services (other than the traditional benefits like medical, dental, etc.) that can be offered to employees including those in Asia and Europe. Is anyone aware of a company that can provide these to U.S. and foreign based employees?

Thanks.

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N.Van Pelt

Recently picked up a client who is an ASG that was never identified. Four members of the ASG sponsor qualified plans, the fifth sponsors a SEP. The qualified plan sponsors are submitting to CAP to resolve their issues, is there any relief available for the SEP sponsor? The CAP issues are documents, and 401(a)26 violations for pre 97 years. The employees have always received greater benefits that the sponsors so there aren't any benefit issues. Any ideas?

Are employers liable to offer benefits to a temporary, contract worker for a position of approx 4 months duration? They are not represented by any agency and will be filling out a W-4 and I-9 form. They will be working 40 hour weeks for approx 16 weeks. I was told we have to offer the same benefits as fulltime employes even though this person will only be working for us for 4 months on contract. Any documents out there outlining our responsibilities if any?

we recently purchased 20 plans from a tpa that had their own document and found a few discrepancies.

1. Their standardized prototype required at least 500 hours for ALL participants to receive an employer contribution, even those NOT terminated. My understanding is those employed on last day, regardless of hours, must receive a contribution (for plans using a standardized document).

2. The document does not state procedure to use to pass 410b should it be failing. Again, is this not a required provision for a non-standardized prototype? It appears they would "amend" the document using the criteria most beneficial to the employer to pass coverage (e.g., employees with least number of hours, vesting or compensation).

I've never seen documents like these before and am a bit surprised that they received approval from IRS.

Thanks for any assistance/input on the subject.