A Plan failed to timely file Form 5500-SF for Plan Years 2018 and 2019 (12-31 Plan Year Ended) until July 2021.  Upon filing the returns, the Plan Sponsor receives notice from the IRS of penalties for failing to file for those years.

My question is related to relief from penalties under DOL.  I know that the Plan is not yet disqualified from relief under DFVCP, however what if the delinquent returns have already been filed before applying for relief under DFVCP?  Should amended returns be refiled showing the box labeled “DFVC program” located in Part I, Line D of the Form 5500-SF checked? 

For sponsors who have bond coverage greater than statutory limit of $500,000, I'm curious if 5500's are generally prepared with the actual coverage amount or the higher amount?

Does it matter? Not necessarily for audit purposes, but it does matter when the 5500 signer cares.

Sorry to be a traditionalist, but I don't think my kids deserve "participation" trophies (you need to actually win for a trophy!), and I wasn't aware that it has become acceptable to list every single designation you've ever earned, especially where they are requisites of another higher-level designation you've earned, ie Chadsworth T. Snobbyfellow, CPC, QPA, QKC, QKA, RPF.  After all, Dr.'s don't list their undergraduate degrees (do you really want to know that your trauma surgeon was a Journalism major?), and neither do attorneys or other higher-education professionals.  Since these are industry-specific, and really only within the industry because Plan Sponsors don't know or care what they mean, who do these people believe they're supposed to be impressing?  And why would an EA bother with listing any of them??

Here is a new one for me.

Brand new CB plan. It was confirmed that 50k was deposited in March 2021. Prepared all certifications accordingly (not filed the 5500 yet).

I just got a follow up statement showing a withdrawal of 30k in April 2021. Was never discussed with me not disclosed. Does not affect the MRC so it is good on that end. Does not affect 404o so no issue with deductibility.

Anyone had experience like this and what is the correct course of action here? I want to make sure that I go on record with them about the penalties, if any. I also want to let them know, very sternly, that this is not a bank account, once in, stays in.

Already starting on wrong foot, time to fire the client? Already becoming a liability.

Thank you,

So a small employer (1 HCE and 4 HCEs) has a SHM plan. we take over tpa work and discover they are a controlled group with another entity with no plan (1 HCE and 2 NHCEs). the hce is the same person in both scenarios. So now their nice and simple safe harbor plan fails coverage.  

we can pass coverage using ABT with some QNECs (this option is reserved to be used whenever needed). But, the fail-safe in the document is to add excluded otherwise eligible employees until it passes. Cannot really find anything definitive on whether it is permissible to add a participating employer in this scenario. 

the qnec to pass abt is the cheaper option but still good to know what the friday morning experts of benefitslink think.

thanks 

Plan set up beginning of last year with a certain definition of compensation.

On payroll, a different definition of compensation was used.

To what extent can plan be amended retroactively to match what has been done in practice (ie self-correction)?

Hi

DB plan with life insurance that has cash value and 5500-EZ filing.

Looking at instructions for 2020 5500EZ/SF. The wording on the instructions is " an insurance company qualified to do business under the laws of a state e.g. investment contracts with insurance companies". Also from 29 CFR 2520.103-1(c)(2)(ii)(C) "investment and annuity contracts issued by any insurance company"

I remember a while back instructions were specific about inclusions of insurance cash value on the 5500 forms.

Do I need to include the cash value?

Thank you

Still new to ASGs and want to make sure I fully understand the rule. Consider this example from IRS publication on Controlled and affiliated service groups:

Allen Averett, a doctor, is incorporated as Allen Averett, P.C. and this professional corporation is a partner in the Butler Surgical Group. Allen Averett and Allen Averett, P.C. are regularly associated with the Butler Surgical Group in performing services for third parties.

The Butler Surgical Group is an FSO. Allen Averett, P.C. is an A-Org because it is a partner in the medical group and is regularly associated with the Butler Surgical Group to perform services for third parties.

Accordingly, Allen Averett, P.C. and the Butler Surgical Group would constitute an affiliated service group.

My scenario:

Individual owns 25% of medical practice (S Corp). In 2019, the individual created a SMLLC which provides similar services to a hospital. The initial contract was with the medical practice for the individual's services and the income was paid to the medical practice. As the medical practice was essentially just a flow through, the contract was renewed with the SMLLC.

This would not be an affiliated service group because the SMLLC is not the shareholder in the medical practice and the individual is providing services as an employee.

Any guidance would be much appreciated. Thanks.
 

An employee made a 5% deferral rate election effective January 1, 2020; however, due to a mistake in plan operation, this 5% deferral rate was never implemented. This would likely be classified as the "failure to implement an employee's election" for an entire plan year as described in Appendix A.05(5)(a) of Revenue Procedure 2021-30. The Rev Proc states that:

"...the Plan Sponsor must make a QNEC to the plan on behalf of the employee to replace the “missed deferral opportunity.” The missed deferral opportunity is equal to 50 percent of the employee’s “missed deferral.” The missed deferral is determined by multiplying the employee’s elected deferral percentage by the employee’s compensation."

The plan sponsor normally allows employees to make 401(k) contributions on compensation in excess of the 401(a)(17) compensation limit of $285,000 for the 2020 year (as permitted by IRS Employee Plan News Issue 2012-1). The employee's compensation for the 2020 plan year was $340,000. My question is....is the "compensation" used in calculating the missed deferral $285,000 or $340,000?

As best as I can tell, the Rev Proc does not say that compensation under the corrections in Appendix A or B must limited to the 401(a)(17) limit, and quite frankly, if the plan had been operated correctly, the participant would have had the 5% deferral rate applied to the full $340,000 of compensation. Thoughts?

DB plan was closed to new entrants and partially frozen several years ago. Employees meeting service requirements continued to accrue benefits and accruals were frozen for all other employees. Plan sponsor wants to pay out benefits to vested termed participants and active frozen participants. Can they do a spin off termination and include active employees with frozen benefits in the spun off terminating plan? 

I can't find anything either way. Thanks!

A prospect has had a SOLO DB for three years.  She had a falling out with the actuary and he will not provide copies of the actuarial valuation or Sched SB for the past two years.  I have put her in touch with an ERISA Attorney, but they were not able to help.  Should she terminate the plan and hope for the best?  File a correction with the IRS?

A client recently acquired a number of employees but never gave the employees the opportunity to enroll and begin deferrals. The client is looking for a solution to remedy this with the employees as well as keeping the plan compliant. I know that a QNEC is owed for the missed opportunity and the employer is responsible for 25% of employee deferrals and 100% of the Safe Harbor Match.

My question is since the employees were never notified or given the opportunity to elect a deferral percentage. What would you take 25% of?  

If the plan frozen benefits in 2003 and its termination date is in 2021, is the compensation entered in column (e) compensation to 2021 or 2003.  If the former, do you need a separate schedule for plan compensation to 2003?

Hi, 

Participant had taken a CARES Distribution and had sent a cashier check ( repayment of the CARES Distribution).  Th plan is terminating and the participants status was flipped to "T" and since the part has a "T" status in the plan, can this check be posted into the terminating plan? or an IRA account? 

If we can not post it into the terminating plan, is there a reason why we cant do it? 

Thanks

This plan is a non-standardized profit sharing plan.   I'm working on the restatement and the client would like termination distributions after a 1 year break in service, unless they terminate due to retirement, then they would like after 30 days.    Would this be allowable?    I'd have to add it under "other" in the adoption agreement.  

may a plan document reference a plan provision in it's current document by reference to a prior document?

If a client plan starts 10/1 - are they able to defer the max 19,500 as long as they have adequate compensation?  Is the safe harbor  basic match -the full 4% or is it pro-rated?  Thanks!

We took over administration of a small defined benefit plan.  The Plan covers Husband and Wife who each own 50% of an S Corp.  The Plan also covers a son and his wife, both well over age 21.  All four individuals have been in the Plan since it was effective.  The prior administration firm indicated in both the Plan Document and Form 5500 that this was not covered by the PBGC.  The Plan Sponsor is not a professional service corp.  I believe that this plan was covered by the PBGC from its inception in 1998. 

We would like to know in advance what sort of penalties might be applied to the Plan for not filing PBGC Forms since 1998.   I am assuming that we will receive an inquiry from the PBGC when we file a 2021 PBGC form for a plan that has been in existence for over 21 years.

Any comments would be appreciated.

State pension plan

Company A has a 401k plan (A Plan) with no safe harbor feature. Company B has a Safe Harbor 401k plan (B Plan).

Company A purchases (stock purchase) Company B on July 15th, 2021.

Company A wishes to get rid of Plan B either through merger or termination.

Termination:

1. If they terminate Plan B are the actively employed participants of Plan B required to roll the money into Plan A?

2. Would the rollover have to be accounted for as the original sources (401k, SH, etc.) or would all the money be considered related rollover?

3. Is Company A required to make Safe Harbor contributions based on compensation earned until July 15, or the date of plan termination?

Merger:

1. Would the rollover have to be accounted for as the original sources (401k, SH, etc.) or would all the money be considered related rollover?

2. Is Company A required to make Safe Harbor contributions based on compensation earned until July 15, or the date of plan termination?

Is there a benefit or requirement that Plan B be terminated or merged?