david rigby

Is the value of the benefit more than $5000? If so, distribution timing is at the option (generally) of the EE. But, you may be able to accomplish your goal by communicating with EES; in many plans that permit distribution while still employed, the average employee is not aware of that provision.

Don't look in the (a)(4) reg. Try the (a)-4 reg.

Hold on here. What is "subject to consent of the administrator"? Is this provision permissible? If not, the Plan may have some compliance issue(s). See IRS Reg. 1.401(a)-4, Q&A3. I wonder if other plan provisions might be out-of-date. Is the EE one of the 25 highest paid?

Is the plan subject to J&S requirements? What type of distribution? What does the plan say?

How about starting in this forum? http://benefitslink.com/boards/index.php?showforum=24

Huh?

AAIIIIEEEEE!

The PBGC will always need a bail-out, unless and until Congress realizes that pension plan terminations are not insurable events. They had the opportunity to freeze it, but they made it worse.

1. The 5500 goes to the EBSA, not the IRS. 2. No govt agency is your collection agency. Not likely the EBSA will reject the form based due to failure to pay the preparer.

Published in October or November. Generally, based on end-of-September indexes.

I will sleep better knowing that the IRS has addressed this very important topic: http://www.irs.gov/newsroom/article/0,,id=161151,00.html

Updated composite corporate bond rates: http://www.irs.gov/retirement/article/0,,id=123229,00.html http://www.irs.gov/pub/irs-drop/n-06-75.pdf

IRS summary: http://www.irs.gov/pub/irs-tege/rne_sum06.pdf IRS Rollover chart: http://www.irs.gov/pub/irs-tege/rollover_chart.pdf

That probably takes care of your 410(b) issues, although I'm not sure it was the best course of action. However, the employee turnover may be so high that it provides little or no extra cost to the plan.

Is this what the plan states?

Isn't this an employee communciation issue more than a plan design issue? If the sponsor wants to give more in a PS plan, do so, and tell the employees that is your goal. Putting it in the plan is not worth the bother.

Does IRS Reg. 1.411(d)-4 Q&A2(b)(2)(v) help?

Duplicate postings. http://benefitslink.com/boards/index.php?showtopic=33039

This seems to be a question of proper plan definitions. If not clear, then maybe an amendment is in order. Also, does it matter? That is, does anyone get vested without having 5 full years?

Could the plan purchase an annuity, and could that annuity have a death benefit beyond the J&S (as permitted by the plan)?

If depends. If the plan purchases an annuity, probably not.

We did an independent calculation of the Corp bond rate and got 5.72% for the month, and 5.77% for the weighted average.

From the White House website, 08/04/06, "I look forward to signing this important legislation into law soon."

Is he receiving the 415 benefit? If not, amend the plan to increase the benefit, before purchasing the annuity.

Amend to increase the target benefit? Amend to add a PS feature?