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).]

I have read that the IRA needs to be split before the owner's required beginning date. Is this correct? My widowed client is over 70 1/2 and has had her children named as beneficiaries since prior to her RBD. If she splits an IRA and designates a charity on the new IRA and her children remain beneficiaries on the original, is there any potential problem? (I understand that the minimum distributions on the new IRA will be based on her single life expectancy.) Further, may she choose from which IRA annual distributes are made?

A company of 25 employees has 5 that are HC. They currently pay all the health premiums for all employees. They are changing this so that the NHCE's have to pay a portion of their own premiums. But the HC's will still be paid by the company. Now, the company wants to also pay all unreimbursed medical expenses for the HC's but not for the NHCE's. Question: Can this group set up a 125 plan for the NHCE's and a 105 for the HC's? The 105 would then reimburse the HC's for all medical expenses not covered by insurance. If this isn't feasible, what alternative does this company have, when what they want to do is continue to benefit the HC's fully, but not the NHCE's?

Can anyone offer me so guidance where on the web I can find the % of retirement income for executives that comes from qualified and non-qualified plans.

Probably the past 10 years data would be all I need.

If the employee declines medical coverage, then he/she receives a cash credit. This credit cannot be taken as income but must go into the employee's 401(k) account.

Is that a valid design for a 125 plan given that the employee does not have the option of taking it as cash?

Also, do these contributions count against the employee's $10,000 annual deferral limit?

Does anyone have info on vacation practices for employees paid strictly by commission? Are the policies the same as for administrative employees or do they get vacation at all?

After I get verification to transfer my biweekly 401(k) contributions, I make a electronic transfer to our provider the evening before or the morning of the paydate. It is taking 5-7 days before the money is showing up in employee accounts to invest. How long do they have to credit my employees accounts? Is this spelled out in any reg. or ruling? Can anyone recommend a provider that will be able credit the accounts faster? Thanks.