I'm working with a company that buys and sells companies across various industries. It owns 80%+ of each portfolio company, so they’re all part of a controlled group. Right now, each portfolio company maintains its own benefit plans. So far, they’re passing non-discrimination testing (on a plan-by-plan basis), but the company is looking for a better long-term solution. Any ideas on how to structure these benefit plans across the portfolio companies in a way that avoids triggering single-employer treatment? QSLOBs seem like the best solution, but imperfect as QSLOBs will not always align with the corporate structure.
