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Hi 

Thank you as always for all the valuable knowledge and input.

Is there an issue, if amending a 5500 for the current year to have both the 5558 box and the amended box checked off, or don't confuse things and just ck off amended? Thank you.

What is the required time necessary to amend a matching contribution?  Currently it is a mandatory match, but they want to switch it to discretionary (it is not a Safe Harbor Match).

Do they need to give more than 30 days notice?  In other words do they still have time to make the change for 2026?

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Auto enrollment is set to 3%.

Participant who had opted out and never deferred is rehired.

I can't seem to find this in the Plan Doc.

Would they need to opt out again, or would the original opt out still stand? Not sure to what extend number of breaks in service would affect this.

Has anyone hired an AI consultant to help with streamlining processes? How did it work out?  Can you refer a firm/consultant?

For an off calendar year plan with a 4/1-3/31 plan year, how will the Roth mandate work? For example the 2025 plan year ends 3/31/26, are all catch-ups made starting in January for HPI's treated as Roth?

Plan allows for loans. Loan program allows for payments to be suspended while on medical leave.

Plan does not allow for hardship.

Participant is not old enough for in-service.

Participant goes out on approved medical leave. 

Participant now wants to take a loan to cover his medical bills, sponsor wants to allow.

Participant and Sponsor then want to immediately suspend loan payments (that is no loan payments will be made initially) until participant returns from medial leave, not to exceed 1 year. Loan would accrue interest and be re-amortized so as not to exceed 5 year period when participant returns.

Is this allowable from a code standpoint?

Forgive me if this has already been discussed.

If a 401(k) loan is made from pre-tax funds and the loan becomes due upon termination of employment, the loan offset is taxable unless rolled over. If the loan is made entirely from Roth funds, I assume the portion of the offset attributable to principal is tax-free, but the portion attributable to interest ("earnings") is taxable (if not rolled over) -- unless it's a qualified distribution.

Am I looking at this correctly? Thanks.

How much notification does a 403(b) need to give participants if they are amending the Plan to go from a mandatory matching contribution to a discretionary?  Is it 60 days?

Thanks!

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Is there any reason a participant who has been 'temporarily laid off" is eligible for a distribution?

I don't know the company's definition of 'temporarily' but he was apparently told he can take a distribution, but I feel like employee is not truly terminated.

The plan has a Profit Sharing contribution (new comp) with allocation conditions of 1,000 hours and employment on the last day of the plan year, with a waiver of these conditions in the event of death and attainment of Normal Retirement Age (NRA).

While generating the Coverage Test, if a participant is reported as death and having less than 500 hours during the current year and received a Profit Sharing contribution, should this individual be treated as a benefiting (i.e., non-excludable) employee for coverage testing purposes? Or else, this employee needs to be excluded in coverage because of less than 500 hours? 

If there are no allocation conditions in the plan and death participant has less than 500 hours and everyone receives a Profit Sharing contribution, what is the applicable method of excluding in coverage test for less than 500 hours?

Could you also point to the relevant Treasury Regulations or other official guidance that explains this treatment in detail?