david rigby

In addition, the plan might also incur some administrative expense associated with an unpaid loan.

To whom would you send such a notice?

How much are you paying?

The standard media response is "a million to one".

Uhhh, your title says "long term care insurance", but your post says "long term life insurance". LTC does not equal LI. The response above to get a good local agent is accurate, no matter which type of insurance you are seeking. Don't hesitate to interview 3 or more agents before making a selection.

That is my understanding.

I forgot to look up the rates from 02/29/2012, so here is the next day: Data as of 01-MAR-12 Moody's Daily Long-term Corporate Bond Yield Averages Utilities Industrial Corporate Aaa NA 3.87 3.87 Aa 4.03 3.99 4.01 A 4.36 4.41 4.39 Baa 5.05 5.20 5.13 Avg 4.48 4.37 4.43 Moody's Daily Treasury Yield Averages Short-Term (3-5 yrs) 0.60 Medium-Term (5-10 yrs) 1.45 Long-Term (10+ yrs) 2.70

This provision has some good theoretical support, although (as mentioned above) it creates some serious practical problems for the plan sponsor. But to answer your question, I believe you would convert the LS to an immediate annuity using IRC417e provisions. Then that annuity is valued as a plan liability using IRC430 provisions. Opens the door to lots of risk, all on the plan sponsor. Other than that, it's a pretty cool way to provide an annuity from a DC plan.

There may be some other issues here. I suggest you use the Search feature with keyword "4972", then focus on the hits that fall in the "401(k) Plans" topic.

Please define "local".

I haven't checked the 401k regs. I think the general rule is that you can discriminate against, or among, HCEs.

Ha ha ha.

Does this mean the benefit could be increased to use up the surplus?

What does this question mean? More generically, what is the point of this discussion thread?

Fire payroll company? Hey, just kidding. The "fault" probably lies with whoever gave (or should have given) instructions to payroll vendor.

Data as of 31-JAN-12 (Tuesday) Moody's Daily Long-term Corporate Bond Yield Averages Utilities Industrial Corporate Aaa NA 3.72 3.72 Aa 3.91 3.88 3.90 A 4.22 4.31 4.27 Baa 4.91 5.23 5.07 Avg 4.35 4.29 4.32 Moody's Daily Treasury Yield Averages Short-Term (3-5 yrs) 0.43 Medium-Term (5-10 yrs) 1.25 Long-Term (10+ yrs) 2.49

There's an unmarried community?

Very difficult to provide a good answer to your question: - The plan itself might outline what can or cannot be amended. - Church rules are probably not specific but might outline a general principal about permissible changes.

What am I missing? Is this a rollable distribution, subject to mandatory 20% withholding if paid in cash?

I agree with AtA, SoCal, AndyH, and Effen. Just my opinion: 1. Confirm that the plan did permit a J&S with a non-spouse (I'm skeptical; in 30+ years, I've never seen this, and I've seen a lot of plans). Your 2:48pm post indicates you have confirmed this. 2. If the plan is silent on permitted changes, then the answer is "no changes are permitted". That would preclude amending the plan to add the ability to change, since such amendment could not reduce any rights already in existence. 3. If the plan already permits a change (again, very doubtful), does the first contingent annuitant get nothing? I doubt that also.

It's been there since 1974. Original ERISA language.

Similar discussion http://benefitslink.com/boards/index.php?showtopic=50202

1. See (1) above from QDROphile. 2. Read it again.

Keep your documentation of the trustee(s) accurate.

http://www.irs.gov/irb/2009-31_IRB/ar07.html