Do either of the pieces of pension legislation allow members of a Deferred Compensation (457) plan to rollover plan assets to an IRA. I know both plans allow rollovers from 403b to 457 ...many of my employees would not have a 403b plan as an available optiion.

Is a 5500 Filing required for a voluntary A. D. & D. plan that is paid 100% by post tax employee contributions?

------------------

SHB

Does anybody have experience with Qualified plans that offer Self Directed Investments to participants?

Can you tell me what percentage of participants use Brokerage Services?

Is this percentage influenced by plan size?

Thanks in advance.

I am not familiar with the annual admin rqmts. for a 403(B). There is a public education system under 501©(3), subject to Title 1.

Any help or resource to basic rqmts. ie. 5500, testing?, etc.

In a situation with a Pension Plan - sole participant, QDRO for ex-spouse, who is entitled to withdraw funds at her discretion, but has not yet withdrawn her entire amount - if the participant himself reaches Normal Retirement Date and wants to draw a small distribution of a few thousand from the Plan every few months or so (Plan permits post-retirement withdrawals by active participants) - would he waive a Life Annuity, and state that he is unmarried, or must he waive the Joint and Survivor Annuity with consent of his ex-spouse? Client is adamant that spousal consent is not needed but I wonder...

I am looking for information on setting up a top hat nonqualified deferred compensation plan for members of a limited liability company who receive self-earned income for services to the company.

------------------

A profit sharing plan owns the majority of stock in a company. The company wishes to recapitalize and buy the stock of the profit sharing plan only by trading that stock for noncallable preferred stock (equal to the fair market value of the stock owned by the plan). ERISA 408(e) states that if the transaction is for adequate consideration and no commission is paid, then it would be permitted. Would it be permitted?

In a merger situation, when 3 companies terminate their existing plans (all done appropriately), then merge and start new plans (401(k) and MPPP), if possible, can they get $30,000 in the terminated plans, then get $30,000 in the new plans? I realize they will be limited to a deferral limit of $10,000 for the year. I was under the impression they would be able to maximize contributions in both plans, but there is some discussion that the participants would be limited to $30,000 across the terminated and active plans.

Have someone who has to develop a "Recruiting Plan Strategy" for an IT (Info tech) firm. Does anyone have any information/plans that are applicable? (Non technical OK - would at least get them stated). If anyone needs a fax or e-mail address, please let me know.

We have a pariticipant in one of the 401(k) plans that we are recordkeeping who is an American Indian and lives on a reservation. She works in the "general public" and participates in her employer's qualified 401(k) plan . The plan sponsor is asking us if she would get a 1099 when she takes a distribution or if there other requirements that we will need to meet to appropriately report this to the IRS?

------------------

AOlson

More than 4% withdrawals is dangerous? I don't get it. The NYSE has returned about 11% since 1926. Surely a portfolio of S&P500/Investment grade bonds has returned in excess of 4% since 1926.

Mr. Burn's position results in an account balance greater at death than when withdrawals started.

------------------

[This message has been edited by jlf (edited 09-09-1999).]

would anyone have a sample copy of an election form provided to participants that are 70 1/2 and you are giving them the election to continue receiving benefits or defer until they terminate employment?

I appreciate your input!

My firm (8000 staff worldwide) currently has a random Employee Discount Program. We are looking to setup criteria, find new discounts, etc. Does anybody have any thoughts on developing a worldclass offering of Employee Discounts?

I have a couple of questions regarding a 401k plan for a sole proprietor. First, if a sole proprietor defers more than the allowed $10,000, how long do they have to have the money returned to them without 10% penalty (March 15 or April 15 of the following year?) Second, if the tax return for the past three years is amended for lesser Schedule C, and the ER has been putting in the max 15% profit sharing contribution had been allocated, how do we correct for a lesser allowed 15% based on lesser Self-employed income? Is there a 10% penalty for those years for contributing too much or can the excess be returned to the employer? Any assistance in this matter would be appreciated!

I'm looking for several companies to include in a vendor search that specialize exclusively in ESOP's.

Any ideas?

I have a client that converted his Standard IRA to a ROTH IRA in 1998. He set it up to pay the taxes over the allowable five year period. He died this year (1999). Is the full amount now taxable in 1999, or is there some way to defer some of the taxation to future years? (If it is important, the spouse is also deceased but there are surviving children.)

------------------

[This message has been edited by SPollock (edited 07-29-99).]

I am looking for a list of plan limits that will be altered by having a Short Plan Year in a new 401(k)PLan. Input would be appreciated.

Thanks

Is there any feasible recourse against an employer which refuses to give summary plan documents, statements, balances, the name of the plan administrator, or any information concerning its 401k plan? Ex-employees are unable to rollover their money. All we have are our pay stubs showing the withdrawals for the 401k plan.

Can someone confirm that the following meets the safe harbor guidelines: Employer's plan allows EEs to defer immediately, but EEs are not eligible to receive match until they have one year of service, at which time they will start getting the match on the next plan entrance date (Jan 1 or July 1). As long as the contribution safe harbors are met (ADP & ADP), there's no problem with keeping these eligibility requirements, are there? Thanks.

Assume an employee takes an unpaid break for a pay period then returns to work. There was zero pay, and a zero deduction. On the next paycheck should I deduct 100% of the money owed or can I spread it out? If I spread it out over payperiods, how far can I do that? Is there a difference if it is an employee plan being run through the POP? Thanks.

------------------