I have a client who recently passed away. He had begun taking distributions from his IRA before he died. His two children are the beneficiaries. (wife is deceased) What options do the children have for receiving the IRA assets? Can they continue to receive the money over the "projected" lifetime of their deceased father or must they take it over a short period, i.e. 5 years or less?

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i am researching inflation linked pensions, and would appreciate any references to material on the internet as well as hardcopy.

i'm interested in the actuarial modelling, use of derivative based instruments to match the liabilities, existence of inflation linked bonds/fixed interest securities, as well as existing products.

thanx in anticipation of a flood of help.

Has anybody had any experience where a participant contributed after-tax voluntary contributions (before 1986) but did not keep records as to his basis. The Employer has not been able to locate the reports during that period.

The original recordkeeper exists under another name and records have not been able to be located.

Since you can't rollover the voluntary - how do you determine for tax purposes?

Any thoughts?

Is a VEBA a part of a plan?

Here's the situation: Under a collective bargaining agreement, a company was required to set up a VEBA to fund certain welfare plans for union employees. The collective bargaining agreement has been superseded by a new agreement, which no longer contains a specific requirement to maintain a VEBA, but which requires the company to keep the welfare plans which the VEBA has funded in place. The company would like to terminate the VEBA, but if the VEBA has become a part of the welfare plans, it can't.

Any thoughts?

Should we include 401(k) and 401(m) excess deferrals and match do to failure of the ADP/ACP tests in the Average Benefit Percentage Test for 401(a)(4)?

Has anyone ever researched whether dividends received from a KSOP (through a pass-through provision) are rolloverable? A plan does not allow a participant to not accept passed through dividend once employment has terminated. Every quarter, a check comes, which of course, destroys the benefits of tax deferred compounding. Any insight would be appreciated.

Has anyone ever researched whether dividends received from a KSOP (through a pass-through provision) are rolloverable? A plan does not allow a participant to not accept passed through dividend once employment has terminated. Every quarter, a check comes, which of course, destroys the benefits of tax deferred compounding. Any insight would be appreciated.

Background:

My company has a tuition reimbursement plan mentioned in an old Employee Handbook dated 2/98. Note, I did sign the handbook after I started work. The handbook says: "Employees utilizing this benefit (Tuition Reimbursement) will be required to sign a Tuition Reimbursement Agreement which will include a Recovery Clause stipulating that in the event that the employee voluntarily terminates employment within one year of course completion, the employee will reimburse the Company for paid Tuition Reimbursement." The Tuition Reimbursement Agreement that they gave me to sign states that I have to stay two years or I have to pay back the money. I must pay 100% if less than one year, and 50% if over one year, but less than two years. The agreement, if I sign it, says they can deduct from my paycheck the owed amount even if I'm terminated due to poor performance. It does not state anything about layoff, which would seem to me that it would be up to them to do what ever they want.

1) Is it legal to tie tuition reimbursement

to employment duration? (i.e. if you leave,

are terminated, or are laid off then must

pay back percentage upto 100%)

2) What does it mean when policies are added/changed/deleted in new employee handbooks? If I don't sign new versions of the handbook, what does that mean?

3) The Tuition agreement says that it is "in no way a contract of employment" yada yada yada. The handbook states this also. Why do they think they need to state this?

Thanks

steve

If you have loaded 5.0, please check Corbel's web site and download the service pack of fixes. Brand new as of the other day.

One current known problem (not fixed yet)

is a vesting problem. It doesn't effect a lot of plans, but in some plans all employees show as 0 vested in profit sharing or match.

reposting eligibility solves the problem.

the folks at Quantechland are working on it, but I figure that is a serious enough problem to watch out for.

If a terminated participant of a money purchase plan wants to take a distribution, what are their options? I realize that they can just take a lump-sum distribution, but can they roll it into an IRA or to another qualified plan? Also, do all distributions from a money purchase plan require a spouses signature for Qualified Joint Survivor Annuity purposes? Thanks!

Is the only payment option for a terminated plan a lump sum cash distribution or can the employee avoid taxation by rolling the distribution into an IRA? Also, is the employee subject to the 10% penalty since the distribution was not due to a termination of employment? Thanks!

I am a new user to Quantech. Is anyone willing to share some custom reports so I can learn more about creating my own custom reports.

Any help will be greatly appreciated.

Thanks

A client of ours is trying to entice an individual to come to work for them. She has a 401(k) plan with her current employer with a loan against it. Is it possible for the loan to be rolled over to the new employer? The new employer is willing to administer the loan and to pay any fees. Would we need to see the plan document and loan policy of the current employer to see what they do with loans upon termination of employment first? Any assistance would be appreciated.

Must the general test or any other special tests be completed if an employer contributes different levels of match for differing levels of years of service (assuming this allowable in the first place) if HCE's participate in the match. A client is considering a greater match for ee's with greater years of service than for those of lesser years. As w/ most plans, the owners have been around the longest. I'd appreciate any thoughts on special issues that should be looked at in this situation.

Assume that a plan document states the matching contributions will be granted on a discretionary basis and only to NHCE's. The document is a standardized prototype. Can the plan sponsor specify via Board Resolution that employees with 10 or fewer years of service receive a 25% match while employees with 11 or more years of service will receive a 50% match? Since no HCE's benefit under the match, I believe I have heard this can be done, but want to doublecheck. Any thoughts would be appreciated.

What is the difference between an exempt and non-exempt employee, especially where overtime is concerned?

Has anyone built or are you using a web site to enroll participants in a health plan, change beneficiaries, change addresses, etc.?

How did you go about building the site? how long have you been using it? What has worked and what hasn't?

Does anyone have any idea or heard any rumors as to when the IRS will open up the determination letter process for GUST amendments/restatements including post-1998 language. We're trying to gear up for having to restate all of our plans next year and the more time available the better off we'll all be.

Can someone tell me what a CAFR report is. We have a governmental plan whose auditors are looking for this. Does it have another name?

Thanks.

Can a pariticipant in a qualified plan name a charitable trust as beneficiary?