david rigby

Are you willing to elaborate?

... and you can read more about QDRO's here: http://www.dol.gov/ebsa/publications/qdros.html

Many plans address this by defining a contingent beneficiary.

I agree that it appears to be a (not very) subtle way of placing a link. However, it appears to conform to the conditions set out here: http://benefitslink.com/boards/index.php?showtopic=43592

... and be careful about HCE's.

As always, read the plan document.

Really? Most plans address this.

This plan sponsor should have competent ERISA counsel. First.

Does the Plan require a spouse signoff?

Page 12 of this? www.groom.com/media/publication/259_07-7 enclosure.pdf

Most plan administration that identifies a "contingent" beneficiary does so only in case the "primary" beneficiary (usually, as specified by the employee) is not surviving at the time benefits commence to a(ny) beneficiary. Often, this does not extend to identify a "secondary" beneficiary as you describe. Often, the primary beneficiary is permitted to select his/her own secondary beneficiary (if applicable). In your case, perhaps neither scenario has been anticipated. The Plan Administrator (or administrative committee, etc) may need to create an administrative interpretation. If in doubt, don't hestitate to contact the ERISA legal counsel who drafted the plan document. (In 30+ years, I've never seen any plan that paid a pre-retirement J&S to a sister.)

I agree with Andy. Be consistent in your use of rounding and interpolation. If necessary, write it down and treat it as an administrative practice.

Can't you just ask?

Shot in the dark: any possibility there is a second (PS) plan somewhere in the ether?

Amen!

Sue!

OK, what's the other song that begins with the phrase, "It was the third of June..." ? BTW, Happy 60th wedding anniversary to my parents.

Unless age 65, this could be a failure to follow the plan document. Not ususally a good reason to do it incorrectly in the future.

If it's a k-only plan (no ER contributions), then vesting is irrelevant to the discussion. However, if it's k-only, what is the advantage (other than possible savings on admin fees) to a freeze?

Another excellent choice for a search word.

Data as of 28-MAY-10 (Friday before Memorial Day) Moody's Daily Long-term Corporate Bond Yield Averages Utilities Industrial Corporate Aaa NA 5.01 5.01 Aa 5.32 5.23 5.28 A 5.57 5.51 5.54 Baa 6.16 6.24 6.20 Avg 5.68 5.50 5.59 Moody's Daily Treasury Yield Averages Short-Term (3-5 yrs) 0.54 Medium-Term (5-10 yrs) 2.02 Long-Term (10+ yrs) 3.72

I'll accept it.

http://benefitslink.com/boards/index.php?showtopic=42132

Lots of prior examples of that. Try the Search feature. A couple of examples, found using keyword "settlement": http://benefitslink.com/boards/index.php?showtopic=42109 http://benefitslink.com/boards/index.php?showtopic=42542 You might find other useful keywords.

Probably, but you may wish to do additional research on partial terminations. For example, see http://benefitslink.com/boards/index.php?showtopic=44590, especially post #5.