BG5150

Bird, go to "My Activity Streams," choose to make a new one. Call it Bird's Stream or whatever you want. Choose "Show me Content Items Only" and "Content I haven't read" and I'll leave it up to you whether it takes you to the beginning of the thread or to the first unread post. And I'll leave it up to you haw the rest of your preferences are chosen. Save the stream. It will automatically shift to it. Then on the top of the messages, you'll see your stream name and 3 icons next to it. Click the third one and your newly-created stream will be the default. That should be it. You can create several streams to see which set of parameters work best for you. You cannot edit a stream from what I can see, so you have to create alternates. IF you don't like one, activate it and click the second icon which will delete it. In all, to get the first one done, it'll take maybe a minute. I think the messages view will stay the same until the topic is marked 'read.' What I do from time to time is go to the Forums list page and click the dark blue circles next to the rooms I'm not interested in at the moment. That will mark the entire forum read and clear out the unread message list. You'll now only see new messages going forward. I hope that helps.

The way my boss explained it to me, is that if we exclude terms, we can exclude terms under 500 hrs from testing altogether. Without that exclusion, they would be included.

A plan term doesn't necessarily create a short plan year for the 5500, but I think a plan termination date of 8/4 creates a short plan year for other purposes, such as the limitation year and testing.

It is the plan administrator's duty to review the (Q)DRO and make sure it complies with all the stipulations that makes the DRO qualified. Only the plan administrator can qualify the order. The PA should make no opinions whether the benefit given to the alternate payee is fair other than to confirm the benefit is allowed under the plan. It is up to you and your lawyer to review the terms of the DRO and negotiate for what you deem fair.

Well, that certainly clears things up...

I have a plan on the FT William VS. The plan excludes union EEs for SH & PS, but not deferrals or match. There is no "regular" match selected for the plan, but it is in the Additional Match subsection for the Safe Harbor Contribs section. The formula is discretionary. The only other item checked is the match timing which reads: The Matching Contribution and time period for all Collective Bargaining Employees shall be the amount specified in the Collective Bargaining Agreement There is nothing about only the union getting the match. Given this fact pattern MUST the non-union participants get a match, too?

I said in my original post: Maybe I should have been clearer. The document imposes a last day rule for PS.

Well, my boss, the owner of the company, and a pretty sharp guy, thinks that's it's a reasonable classification. I just wanted to see what the group thought. At first, I was thinking "everyone in own group, no ABT for coverage." But after his explanation, I'm in his camp now. If we didn't exclude ALL terminees, then we would have a problem.

What if the safe harbor is the 3% non-elective? Do I have to do an ADP test for those who are otherwise excludable? Plus, no Top Heavy pass, right? (I'm not worried about this, as there is a PS this year, so I still have to run that test.)

Look at me. Helping instead of mooching for a change.

I would say SHM IS subject to 401(m), as it is stated in 401(m)11 that the SHM (pointing back to 401(k)12) is an alternative way to meet the test.

Do you not know how to do this? If so, I found out how. For you or anyone else: Load the stream you want to delete. Next to the stream's name there are three icons: edit, delete and make default. Just click the little trash can.

We have a plan that has everyone in their ow group for PS allocations. They exclude terminated EEs from receiving the PS. As a result this year, I only have 7/12 NHCE benefitting, 58%. Average Benefit Test passes. Am I OK to use the ABT, because I think we have a "reasonable" classification of terminated EEs. We (the client) did not pick or choose certain people to not benefit; the document did that for us.

You don't think I need to add 2K or that the SHM is not a QNEC/QMAC?

However, is there any way I can get the "Content items only" to stay checked after I leave the page? Each time I go somewhere else and come back, it resets to "Content items, comments, and reviews"

^ Go the the mail fora screen and mark all of them "read" (just click on any dark blue circles to the left of the forum name. It'll clear everything out, but after that you should only see the new stuff with the current setting. Just a guess.

Do we add 2K as a plan characteristic code if a plan only has a Safe Harbor Match? Instructions say not to use it if the arrangement is solely 401(k) + QNEC or QMAC. Is a SHM considered a QMAC?

Plan's definition of comp is Simplified 415. No exclusions. Participant New York W2 report looks like this: Box 1 & 16: 48,500 = 50,000 gross (-) 500 sec. 125 (-) 1,000 401(k) Box 3 & 5: 49,500 = 50,000 gross (-) 500 sec. 125 (-) N/A 401(k) What is comp for plan purposes? I believe it should be 50,000, the gross. Admin here used the Box 3/5 result. Who's right? .

What about using the 5500s? Come up with some sort of rate of return using the financials of the 5500's. The 5500s should be readily available online.

Found it in the loan policy at least. All loans will be considered a general Trust investment. As such, all payments of principal and interest made by the Participant will be credited to all Participant accounts.

Where would it say if interest from a participant loan in a pooled trust goes to the participant's portion of the trust or allocated across the entire trust? Is the former possible in this situation? It's been a long time since I've had a pooled trust with loans. And I believe I would allocate interest to each participant who had a loan rather than the trust as a whole.

No you don't. You or your representatives can offer an alternative calculation.

Two guys walk into a bar. The third one ducks.

Side note: as someone mentioned before, you may want to think about changing your plan design. A Safe Harbor Match could be the way to go. The top match is 4% of pay, only for those deferring 5% or more of their own pay. This way, the partners can defer as much as they'd like without fear of refunds. Also, if the match is the only employer contribution, it will satisfy the TH minimum no matter how many people defer.

If the highest Key employee allocation, including deferrals, is only 1% of their pay, then all you owe is 1% TH. After the "your refund will help you not be top heavy" gaffe, I wouldn't trust your provider much, if at all. My suggestion is take your business to a reputable TPA in your area. The administration may cost a little extra, but I think it would be worth the piece of mind knowing things are running correctly. Another question to ask yourself: if they messed up the TH thing, what else have they missed or got wrong?