Jen S

Interested to know how to handle a situation where a HPE elects to make Roth contributions the first part of the year and then updates their withholding to pre-tax deferrals for the remainder of the year. If the participant first contributes Roth in excess of the catch-up dollar limit would you allow the HPE to continue for the remainder of the year with pre-tax contributions up to and exceeding the standard limit because they have already contributed more than the catch-up $ limit, or once the standard limit was met would you require them to switch back to Roth?

Looking for guidance on the following scenario. If a participating employer in a MEP completes a stock sale of one of their entities which is covered by the MEP 401k and the new owner is not eligible to participate in the MEP (and participants are not eligible for distribution due to the same-desk rule) is it correct that the new owner would still be responsible for plan documentation and participant communications?

If a plan provides multiple forms of distribution to a Distributee (definition includes employees as well as Alt Payees), can the QDRO specifically eliminate some of those options? Specifically if the QDRO provides for Immediate Payment, does that effectively eliminate the ability for the Alt Payee to choose a deferred benefit, one of the allowable forms of distribution, leaving them with only options that would provide for an immediate determination such as a lump sum payout or single life annuity.

Reverse question of sorts. If the plan provides multiple forms of distribution for APs can the QDRO actually limit those options? For example if a plan provides for a deferred benefit, lump sum payout or single life annuity, could a QDRO specify an immediate disbursement and essentially eliminate the deferred option?