Under the 403b7 plan in effect, the employer contributes 8% of each participant's salary to the plan. One employee has elected instead to receive the 8% in cash. First, can this be done? Second, are there any documents that need to be filed in addition to the 5500 to report this?

Sub-S company (1 person company) establishes an SEP. SEP contribution goes to brokerage account.

Brokerage firm is advising that participant can take immediate distribution & rollover to IRA held at the brokerage account.

Is this proper? I don't deal with SEP's very much - and I know the rules are different from qualified plans.

Thanks!

An employer allows for immediate distributions when a participant quits. Its plan also reallocates forfeitures to participants, rather than using them to reduce employer contributions. This results in forfeiture allocations to former employees after the end of the plan year and many times the forfeitures are less than $5.00. Rather than issuing checks for such small amounts, the employer would like to establish a policy where it would not reallocate "de minimis" forfeitures (e.g., less than $5.00) to former employees. Can this be done? Has anyone had to deal with this issue?

A colleague has a small Church that is looking to set up a low-cost 403(B) Plan and needs assistance. Any recommendations for TPAs in the Bay Area? Prefer a small firm with considerable experience in the 403(B) area. Thanks very much.

Can anyone give me a range of the fee customarily entailed with respect to setting up a safe-harbor 401(k) plan?

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Under HIPAA, what is the definition of "termination" of employment? Is employee resignation considered termination of employment, or does this strictly pertain to dismisal of an employee?

I am looking for surveys, etc where I can review cost per participants, employee contributions, etc.

Any thoughts?

If the beneficiary of a 403-b (150,000) disclaims it so it passes to a

credit shelter trust (contingent. benef), what taxes will need to be paid and at what rate? Will the entire account be paid out to the

trust at once? Because this beneficiary (age 62) does not need the money, the other thought is to do the needed roll overs to convert it to a Roth and naming young adult children as beneficiaries. Any reactions to these considerations would be appreciated.>>

If UBI is in excess of $1000.00 the UBI is taxed ( the IRA custodial is required to debit the taxes from the IRA and pay it over to the IRS) My question is, since this $1000+ is already taxed, how will the IRA holder avoid those funds being taxed again when it is distributed?

Thanks

Africa

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AFRICA6796@AOL.COM/email]

Do you kkow anything about the CRSP course offered by the College of Financial Planners?. My coworker is currently enrolled and will be doing the exam soon, but I am afraid to as I do not know if it is recognized industrywide.

Their web adsress is www.cfp.edu

Thanks

Africa

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AFRICA6796@AOL.COM/email]

If an employee participates in more than one SIMPLE for two very different employers, what is that employees deferral limit? I am tempted to think $10,000.00 but the CODA limit states clearly that the deferral limit for a SIMPLE is $6000.00 per year. I understand that it is different if the employee participates in a SIMPLE and also another type of plan the limit would be $10000.00, but I think the multiple SIMPLE rule may be different.

Thanks

aFRICA

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AFRICA6796@AOL.COM/email]

How does a 401(k) plan interelate to an ESOP???? How are the 415 limits on the "Annual Additions" computed? How does a 401(k) plan affect those limits when the employee is also a participant in a company ESOP???? What contribution "counts first" towards the 415 limitation??

In Feb of 1998 I converted a traditional nondeductable IRA valued at $7470 to a Roth thinking that's all that would be affected. I also had other IRAs (per-tax rollovers worth about $49,900) which apparently must be included in the 8606 calculations. This would result in a much larger tax hit than I expected. I filed a 4868 extension and must finalize (recharacterize the conversion ?) Any suggestions?

To provide for the accumulation of funds to meet retiree healthcare deductibles, groups representing our retirees have requested that the annual deductible be withheld from their monthly pension check over 12 equal instalments. Can a Section 125 plan be established to meet this? Can a Section 125 plan be established when there is no employer/employee relationship but rather retiree and plan sponsor?

As controller of a small company, where can I go to find out about ERISA compliance? It was my understanding ERISA only applies to companys with more than a certain number of employees. If anyone can point me to where I can locate a guide, pamphlet, etc. with an overview of ERISA requirements and/or guidelines would be greatly appreciated. Anything on the Web would be great.

[This message has been edited by Robert Engle (edited 08-06-99).]

[This message has been edited by Robert Engle (edited 08-06-99).]

I am currently reviewing the addition of the Voice Response Unit and web site software sponsored by Corbel. If you have had any experience with either of these please e-mail me or post a message to this board regarding your satisfaction with these systems and any pitfalls that you may know of. Thanks.

[This message has been edited by Alan Simpson (edited 08-06-99).]

We are looking to audit our healthplan for claims and administrative procedures. Any suggestions on any good vendors?

We are a group of Physicians and Pysicians Assistants. Our current group has terminated the contract with the hospital. This termination is for October 13, 1999. We are forming a new group with a new name and new govern-ship and Management, with the same hospital. Our current plan is fully vested at 5 years. I have perticipated for one year in the 401k. Should I Stop my contribution now or let it terminate with the contract.

If the beneficiary of a 403-b (150,000) disclaims it, and it passes to a credit shelter trust (contingent. benef), what taxes, if any, will need to be paid and at what rate? Will the entire account be paid out to the trust at once?

THE SERVICE STATES AT IX A (3) ROLLOVERS THAT: "UNLIKE TRANSFERS, THERE MUST BE A DISTRIBUTABLE EVENT UNDER THE PLAN OR CONTRACT TO HAVE AN ELIGIBLE ROLLOVER DISTRIBUTION."

WHAT TYPE OF EVENTS ARE THEY REFERRING TO OTHER THAN THE TRIGGERING EVENTS FOR EARLY DISTRIBUTIONS ENUMERATED IN SECTIONS 403(B)(7)(A)(ii) and 403(b)11?

RECOGNIZING THEIR OWN INFORMATION LETTER OF MAY,1995, WHERE THEY TOOK THE POSITION THAT POST-1988 SALARY REDUCTION AMOUNTS TO A 403(B)1 contract are subject to the events of 403(b)11 in order to be an eligible rollover distribution UNDER 403(B)8 and 402©4; don't you find it strange that they don't re-state their position and that of the ruling in FRANK V ARRONSSON; COURT OF APPEALS FOR THE 2ND CIRCUIT; 96-9456?

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[This message has been edited by jlf (edited 08-05-99).]