oriecat

I'm game for the research.

Above post reported as spam. (Spam post deleted.)

Yeah, I agree with the above also. Most likely okay to do, depending upon how exactly the plan doc is written, but a bad bad idea.

What state is it? If the person is already off of the group plan, I don't see any way they could be added back on under these circumstances. How would they satisfy eligibility?

How does that first one not really answer the question? It seems very clear to me.

The Senate bill to extend this does address the issue. Newsletter I received says: As reported earlier, the House introduced H.R. 3930, proposing an extension to the COBRA subsidy as well as certain changes to COBRA continuation of coverage. The Senate recently introduced the COBRA Subsidy Extension and Enhancement Act of 2009 (S. 2730), its version of a subsidy extension bill. Briefly, the Senate bill proposes to: • Increase the available subsidy from 65% to 75% effective with the first premium payment due after enactment. • Extend the duration of the subsidy from 9 months to 15 months, with a final subsidy availability date of December 31, 2010. • Extend the involuntary termination period from December 31, 2009 to June 30, 2010. • Provide a “grace period” of 31 days for an individual to become COBRA eligible after the involuntary termination and still qualify for the subsidy. • Allow individuals who experience an involuntary reduction in hours to qualify for the COBRA subsidy.

Thanks all. I will review the plan doc to see how it words that, just to be safe.

Would you say that we have a duty to make sure we receive one? I think our biggest problem is people enrolling and then just never doing the form. We now have a means of electronic designation through our Self-Service website. Would that generally be deemed acceptable if people adding them in there?

How would that be accomplished? Don't plans usually specify that the employers plan is primary? You would have a conflict in the coordination of benefits if one plan says it should be primary and the other secondary. Then you would have two plans trying to pay secondary only and that sounds like a real mess.

What are the fiduciary duties of an employer/plan sponsor in regards to beneficiary designations? In terms of keeping track of them, making sure they are completed, etc. Maybe fiduciary isn't even the right term, but how much effort do we need to put into them to best look out for the plan and its participants? Thank you.

I got that PM too. But it shows that the user was deleted so I figured somebody took care of it already.

What does this have to do with 401k?

I also use the Report button to report obvious spam posts.

Mmm, sandwiches.

Spanish Spam? Spamish?

That is something I am wondering myself. I still need to find my old statements.

Does your SPD even allow people to request to stop their loan payments?

It was definitely under my SSN. I need to dig through some old records so I can find an old statement so I can call them back and see if they can find out what happened to it. My other thought is that maybe it just got eaten away by fees over the years and there wasn't anything left.

Thanks. I will check with the state to see if anything got escheated for me. It just seems odd to me, that an IRA, which is supposed to be retirement account and therefore should be around for almost another 30 years for me could be closed. Seems like it goes against the whole purpose of it.

Back before I was 21 and eligible for my company 401k, my father helped me open a small IRA. I got statements on it for a while, but nothing for a while and recently I remembered it and decided I need to track it down and figure out what to do with it. I called the company it was with and they couldn't find anything under my name or SSN. Could they have just closed it if I hadn't done anything on it for many years?

In my experience with forum software, the signature is not a static part of the posted messages, it actually pulls from the current signature each time a post is viewed, so updating the signature will automatically change it on old messages.

You should ask them what they mean by that, so if they are misleading people, they could send out a correction.

If you click on My Controls, over on the bottom left there will be an option for Manage Friends List and I would think you could delete them there.

IRS Notice 2009-27 Q-27. Is the premium reduction available for COBRA continuation coverage under a vision-only or dental-only plan? 16 A-27. Yes. The premium reduction is available for COBRA continuation coverage of any group health plan, except a flexible spending arrangement (FSA) under section 106© offered under a section 125 cafeteria plan. This includes vision-only or dental-only plans and “mini-med plans,” whether or not the employer pays for a portion of the costs for active employees. The premium reduction is not available for continuation coverage offered by employers for non-health benefits that are not subject to COBRA continuation coverage, such as group life insurance.

Ah, I didn't realize or think about that.