I cannot be alone. I need a contribuiton report that I can use to reconcile all daily contributions received by our office. The ledger reports separate by account and offer no totals. The summary of accounts reports lists all participants/plans even though they did not have any activity for that day (too long). Any suggestions or reports out there? Maybe we are trying to do Trust Accounting that the system cannot do?

I am writing a sick time policy for our company and am wondering what other companies offer. We want a liberal policy, but our current policy of "sick time as needed" has been taken advantage of by a few. Any suggestions will really be appreciated.

I've checked pub. 502 and did not get an answer....does anyone know if laser surgery to correct eyesight is a covered expense for a medical reimbursement account?

A tax deferred annuity is a type of 403(B) plan. But 403(B) plans also include tax deferred custodial accouts, as set forth in Internal Revenue Code section 403(B)(7), certain other plans maintained by churches, and some grandfathered governmental qualified plans which include 403(B) features.

I work for a small employer who has a supplemental life insurance plan. They take employee contributions for this plan after-tax. I would like to switch it to pre-tax but have seen conflicting information about whether or not supplemental life insurance plans qualify. Please clarify.

Does anyone know which carriers are writing executive indemnity coverage now? The application is to guarantee payment of non-qualified benefits in case of company repudiation.

I know AIG has a product. Are there others?

[This message has been edited by kkirk (edited 10-20-98).]

I'm getting lots of stories about "cousins" and "friends" whose employers offer pet insurance as an option through their cafeteria plan. Is this something we can really do, or just an urban legend?

Thanks...Sheila K

I hope someone can help me. I'm looking for a model of an employee reimbusement plan. If you have one, please contact via e-mail.

Thank you much

Employee can sue in court for the right to receive a statement of vested benefits at termination. When does this statement have to be presented to the employee to prevent a lawsuit?

I am not sure that this is the correct message board but I am posting here because it seems to receive the most traffic.

I have been asked to quarterback a client's search for a new retirement plan service provider. Has anyone out there drafted a request for proposal to be sent to plan service providers (both bundled and unbundled)? Any thoughts and/or model proposals would be greatly appreciated.

Also, any thoughts on who should receive such a request would be warmly received. The plan in question has about 500 participants and $20 million or so in assets (some of which are publicly traded employer securities). To make matters more difficult, I am only interested in high quality (lots of hand holding) low cost (no wrap fees or surrender charges) alternatives.

Question: Suppose you were a municipal authority interested in establishing a 401(a) plan in conjunction with a 457 plan. With respect to the 401(a) plan, could both the employer and employee make contributions? What would be the most that any employee could contribute in any given year?

Any information on this topic would be greatly, greatly appreciated!!!

Thanks!!!

Two companies merged on 1/1/98 (a small company came in under the larger holding company umbrella), both not-for-profit, where one company has a 401k plan and the other does not. Based on control group issues, the 401k plan needs to be put out to the smaller company by 1/1/2000. Question: how can the ADP test be done? Using 1998 results without the small company data. What's the best allowable option?

Would like to locate software to assist in writing plan documents and summary plan descriptions for a Defined Benefit Plan and a 401 k nonprofit plan?

IRC 408(p)(2)(A) provides that salary deferral contributions are employer contributions for purposes of a Simple plan. IRC 404(m) and Q.I-7 of IRS Notice 98-4 states that contributions to a Simple plan are deductible in the taxabble year of the employer in which the calendar/plan year ends. This would seem to indicate that for a fiscal year taxpayer (non-calendar) the empoyees salary deferral as well as matching/base employer contributions are not deductible until the end of the fiscal year in the following year. This result seems to be substantially different from the result in 401(k) salary deferrals. Is there a different result than outlined above either based on rulings, notices, etc. or through informal discussions with the IRS? Any guidance would be appreciated.

THANKS JDC

Please see question under Miscellaneous topic under the Dependent Care title.

Is anyone out there charging transaction fees, such as Distribution Fees, directly to the participants that make the transaction? If so, what types of distribution fees are you charging (i.e. in-service, but no QDRO or Retirement)? Can you provide authority for this?

Currently, we have a profit sharing plan and we are being acquired. The company that is acquiring us has a 401(k) plan. What can we do with our profit sharing plan?

Our company's management is allowing the employees to formulate a 'sick leave' bank policy. We would be extremely grateful for any information or suggestions from anyone who has experience in this area. Thanks.

Participant has a loan outstanding at time of termination. Payments were behind but not to the point of default, i.e. not 90 days behind. Participant requests distribution of his account upon his termination. Is interest accrued on the loan until distribution actually occurs? If so, is the amount of cash distributed to the participant reduced by the accrued interest on the loan or is the distribution amount grossed up by the amount of the accrued interest? The Plan states that a participant loan is a self-directed investment.

What can I do for this situation?

I left a company before the end of a calander year that had a non-contributory profit sharing plan in place. The contribution for 1997 was less than 10% of what was expected, but cash bonuses were given out on 4/15/98.

The employer also stated to a collegue he wasn't going to make contributions because half of it would go to people who left the company, but still met the requirements to be included.

Do I have recourse?