I've started to work with a complex ownership situation and am looking for guidance.  A control group exists and within that group, there is one employer with mutliple entities and 3 different plans, so a smaller control group within the larger control group.  I believe that this smaller group has to be tested on its own and then within the larger group. Is this accurate?  Thanks for any guidance or reference sites. 

View the full text of this job opportunity

View the full text of this job opportunity

View the full text of this job opportunity

We have a client who has an employee who is only receiving severance payments and no other salary.  I just wanted to confirm that all of that compensation is ignored, and therefore they wouldn't get any type of contribution (Profit Sharing, obviously not since they are under 1,000 hours, but a Top Heavy contribution was my only thinking).

Thanks in advance.

View the full text of this job opportunity

View the full text of this job opportunity

A large group of doctors has several doctors in their census with DOH 7/1/2024 which makes them eligible 7/1/2025 in accordance with the plan document.  This was on the census file uploaded to the record keeping platform who determines eligibility. They are eligible then for SH, PS and DB.

Now the plan sponsor says they didn't actually start working until mid-August and therefore should enter 1/1/2026.  These doctors make the max in 6 months and so the employer contribution is large - they maximize the K plan with SH/PS.

My approach - plan sponsor we rely on you. Tell us their DOH.  I don't know if the IRS has a position on this.  I advised them to keep the DOE as 7/1/2025 as that may be the expectation of these recent hires. 

Thoughts?

Thank you

View the full text of this job opportunity

Owner of a 401(k) plan with over 20 ee's fails ADP Test every year.

They refuse to set up a Safe Harbor plan and annually takes about $15,000 in excess contributions returned to them.

I just started wondering if this is some kind of tax strategy on their part to delay some taxes?  Anyone ever seen that?

View the full text of this job opportunity

View the full text of this job opportunity

I rarely use Relius Administration, but I have to for a particular project, and it is just NOT intuitive.

I set up my plan specs and I am trying to run ADP testing.  I get a pop-up that says:  

"In Plan Specifications at least one Plan Source must be coded to be included in he ADP/ACP test."

But it is!  It is!

I've looked through other screens to see if I am missing something, but it just isn't staring at me.

Any ideas?

View the full text of this job opportunity

View the full text of this job opportunity

Late Friday, brain freeze time

Need to check something with the gurus as I have been researching and failing to find.

Testing for 401a26 and annual method fails.

Software has couple options:

1. Change to average salary (highest 3) and test against annual accrual

2. Change to average salary and use accrued-to-date method (been doing the plan since day one so have all the data)

Any issues with either of the above?

Also, I could not find anything that would prohibit me testing 410b and 401a4 using different methods than 401a26. Anything I am not able to find?

Thank you

View the full text of this job opportunity

View the full text of this job opportunity

I have a plan where an HCE took an in-service distribution of most of his account and now needs to get an ADP/ACP refund.  A little money was left in his deferral source, but it is not enough to cover the excess contribution refund amount.  There is plenty of money in his match source to cover both the excess contribution and the excess aggregate contribution.  He is fully vested in both sources.  Does anybody know of any reason I can't just take the excess deferral correction amount from the match source?

View the full text of this job opportunity