No Name

No relation to this company, but have found some useful info on their website in the past. Pensco.com

The is a 20 point IRS guideline to determine whether or not you are an independent contractor. Sounds to me like you are, but you've got to look it over for yourself. If you are an independent contractor, any of the various retirement plans discussed on these boards are available. A consideration of what type of plan to establish would be what, if anything, your 9 to 5 employer provides.

204(h) is ERISA. One man plan subject to that rule? Could he look in the mirror and say I'm terminating the Plan in 15 days?

You could do a Google Advanced search by limiting the domain to benefitslink.com. Be aware, SEP is also a MONTH on the message boards.

Yo Mo, I think you can fool around with this spreadsheet to include integration and find your answer. Try fiddling with the MP column. www.pensionalysis.com/dc_keogh.xls

Get out your broom, Lori!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

I'll take the first crack at this, just to move it back to the top of the list. Dr. X obviously has a controlled group. A Standardized prototype would insist that all members of the group be covered. I don't see a problem with all Corps of Dr. X adopting one plan. Dr X's wife's corp may also be part of the group. There is a non-involvement "out" that may come into play, but not if in a community property state. Instructions to the 5500 indicate that, if the wife's corp were to adopt the same plan, you would NOT call this a multiple-employer plan, unless it was NOT a controlled group. I'd be tempted to pro-rate associate's comp form the corps by the $205k limit to calculate his/her Safe Harbor contribution.

You're OK, Lori. Back in Beantown, they could tell you whether he prefers boxers or briefs... and back it up!

Just got back from the ol' sod. Got to see the Schilling gem Tuesday night. First base side, just behind the screen, 20 rows up. They're rabid out there. Turn on the tube at 7. Watch and scream about every pitch 'til 11-12 at night. Perfect.

True Red Sox fans KNOW we're going to win the World Series EVERY year. Then... there's next year.

Twenty three years - one annuity request. Interestingly, monthly payment were made from the trust for the life of the participant, which was short.

I searched and found this old thread. For the life of me, I can't find any attached spreadsheet, whether version 1, 2 or 3. Fred, is it still up for grabs? I can trade a spreadsheet that calculates APRs for 8 mortality tables at any interest rate.

I'm with you, Andy. I remember getting that answer from Dave Baker years back.

I include the Unrealized Gains. Screw it.

Are you asking whether the construction loan can be more than 5 years? We otherwise don't give a hoot as to what the purpose of a loan is.

Page 2, Item 4 of 5500.

I go to the exteme and assume plan cold be written such that age 21 and one year of service required. Once completed, plan could have semi annual entry dates, so entry is the next semi annual entry date.

This is a section of our plan document, which I think mirrors the regs: One-time Election Not to Participate. With respect to nonstandardized plans only, and notwithstanding anything contained in the Plan to the contrary, an Employer may elect in the Adoption Agreement to permit an Employee to make an election not to participate in the Plan. The election must: (a) include plans not yet established; (b) be for the duration of the Employee's employment with the Employer; © be a one-time irrevocable election; (d) be made upon an Employee's commencement of employment with the Employer or upon the Employee's first becoming eligible under any plan of the Employer. My reading of this seems to be, if you want to elect out of any plan (I'm assuming the match is a disagregated plan of the employer), you must elect out of all plans (the disaggregated 401(k) portion).

Were you entitled to any vacation time that was unpaid? You may be able to argue that your last day was the last day of your unused vacation time.

Client has an employee who wants to make deferrals but not receive any matching contribution. Now I've heard it all! Seems he wants the current income the match represents. Reading the regs and this board, it seems an irrevocable election would be required, and would therefore preclude deferrals. Agreed?

I've been asked to administer an existing plan of an S-Corp. Here's the rub: its a rock and roll band. The CPA has been treating the band members as Independent Contractors. I've been mulling this over and more and more am coming to his way of thinking. Looking for any input.

Maybe there's wiggle room in the definition of "substantially equal". The variance from the schedule was 1.5%.

Nope, but it sure does look like you've added lots of value. Throw on the Schedule A and it's attachments and you've got a ten-pound filing.

I've been sending to "Financial Agent" for a few years. Never had any problems that I've been made aware of.

I've always regarded a loan policy or procedure as outside the four corners of the plan document.