alexa

We don't have our plan document or SPD yet from our vendor yet; it's a new plan effective 1/1/2004 I assume though it's boilerplate language with our limits thrown in there

Does anyone have a good catch-up election form Our 401k provider doesn't track catch-up separately but our ADP software stops someoen when they reach the 13K limit which means an employee over age 50 has to also elect a catch-up % in addition to regular 410k % or they won't rech the full 16K entitled to How are you administering the catch-up?

We have a 5K health FSA and annual %K dependent care limit If someone is hired say 7/1/2004 would you prorate the 5K limits or they could they do 5K in each FSA spread over remaining pay periods?

We have a 5,000 annual health FSA limit. Employee's spouse also has an health FSA with 5K limit. It is my understanding that unlike the depednent care fSA which limits to 5K between both of them , that the healthcare FSA is a plan limit adn employee can do 5K in our plan and his posue can do 5K in her employer's plan, correct?

must the coverage be under a legal spouse's plan for the change in open enrollment

Maybe her boyfriend's open enrollment period may have been after ours and maybe he found out his employer's plan now covers the girlfirend;i.e. opposite sex domestic partners? At the time of our open enrollment she may not have been aware of the allowable coverage under the boyfriend's plan? As long as she meets the 30 day deadline couldn't this be considered a status change (appropriate documentation provided of course)due to open enrollment of boyfriend? Or must it be a legal spouse for the family status change? If legal marriage not rquired, what documentation would you require? Proof of coverage under boyfriend's plan? Anyhting else?

We cover unmarried domestic partners under our self -insured medical plans

Employee has signed up at open enrollment for dental & vision palns single coverage She sends me an email that she didn't realize her boyfriend had her covered under his plans Can she stop coverage under our plans? If so, what kind of documentation is required? Must it be a legal spouses' plan that one is covered under?

Does a health & welfare plan contract with the vendor(i.e. medical, dental, vision, etc...) substitute fro a plan document? We wil be distributing ERISA required SPD's. What are the advantages/disadvantages of a wrap document? If doing a wrap doc , is a wrap SPD required?

I agree How many months do you use 1 or 2? I assume 2?

yes, plan is effective 11/26/03 as well So a short plan year Treasury reg 1.401(a)(17) says no proration of Comp limit if Compensation is based on participation Comp. and not entire plan year Comp I need to check to see if participation Comp is used in our doc

I have a new 401k plan where plan year effective date is date of new entity or 11/26/2003. In determining maximum Compensation for the match calculation, how many months do I prorate the 200K limit? 1 or 2? Employees will defer on Compensation form 12/8 thru 12/19 for the 12/26 pay check. We were not abel to get up & running for the pay from 11/26 thru 12/7. The match is doone each payperiod (biweekly, i.e. every 2 weeks) I am looking to plan doc to see if Compensation is based on participation. I don't beleive this is the case though.

Yes I took a look at this DOl cite. It seems to be saying anyone eligible but unlike 401(k) I thought otherwise, that you would not include anyone who didn't enroll?

For Form 5500 count for a welfare plan, what is a participant ? Is it someone who is eligibile for plan or who is also actually benefiting?

Does the net earnings from self employment # on K1 ( I beleiev it's lien 15 of K1)already have excluded the Section 179 expense amount?

1 key thing I neglected to mention is that the voluntary dental benefit is run through a 125 plan I would think this fact alone would mean it is employer sponsored? Yes, my former employer easily met the 20 employe threshold to be subject to COBRA

Employer sponsors it and marketed to me as part of teir benefit package with my offer letter I never got an ERISA-type SPD ; I did get a booklet provided by Dentaquest which details what's covered, the set fees the employee pays, etc... but no mention of continutiaon coverage. I did verify that the dentla plan is an HMO. But then , I never got a health plan SPD but did get a COBRA letter from my employer to continue the medical plan with another carrier

I thought the admin fee was 2%? Does it matter that the dental plan is 100% employee pay all plan and perhaps not subject to ERISA?

Are prepaid dental plans covered under COBRA? The plan has no charge for preventive and cavities and set dollar fees that the member pays to the participating dentist for other nonpreventive procedures

I have a custom Plan Specs report where I would like to add division Class and Name I added the DIV table and pulled divcode and divname but it only gave me the 1 class C- all others

So I will need tp contact Relius; this sounds like a system bug to me It is only 1 terminee and they easily pas even if he is considered "not benefiting"

If the plan passes the 414(s) test, then I believe you can use Comp excluding bonuses in 401(a) (4) testing, correct?

I have a 401(k) plan with a 3% nonelective safe harbor Employer is also allocating an additional employer profit sharing contribution. Relius 410(B) test shows a terminee who gets the safe harbor but not the additional profit sharign as benefiting Is this corrrect? Are there possible 401(a) (4) requirements?

I thought for 2002 plan years and later EGTRAA got rid of top-heavy for safe-harbor plans that are just allocating the safe harbor and no other employer contributions?

If one is not eligible to make deductible IRA contributions due to 401(k) plan active participation rules, can one still make a $ 500 catch-up contribution to a deductible IRA? to a Roth IRA?