david rigby

Usually, termination of employment is different from termination of the plan. The plan provisions will probably indicate that the latter triggers distribution of the benefit in one form or another.

Good for the employer to remind EEs what the current designation is; maybe not so good to require a new form.

I agree with Kirk that it is a waste of time, but I read the original post to mean: 2. If you don't, then the plan's default definition will apply. So now we are back to

Could it be because you can change the allocation formula in a PS plan?

Does the plan really state this, or did the plan administrator make it up? If this administrative policy, is there a good reason for it? Seems onerous, even unwise. It may have been "clearly communicated", but that is in doubt since

Not definitive, but I believe you will find very few DB plans, and common occurrence of TIAA-CREF. You might check that website. If you have specific targets (Ivy League, for example), go directly.

I'll guess that current NHCE participants will be resentful of this. Have you considered the alternative of default enrollment?

I'm not aware of the ability of a union to negotiate away benefits already accrued, regardless of funding levels or other consideration.

Can you explain to us non-lawyers what this means? I thought this is why we have QDROs and 414(p).

Was this response insufficient? http://benefitslink.com/boards/index.php?showtopic=27390

http://benefitslink.com/erisa/crossreference.html http://www.dol.gov/dol/allcfr/ebsa/Title_29/Chapter_XXV.htm

Non-qualified plan assets?

I am reviewing draft footnote from non-profit sponsor (don't know who prepared the draft, probably auditor), with the following item immediately following the funded status: Never seen this before. Can anyone help my poor brain understand what this means?

I recognize that it happens with many small plans. IMHO, it is a practice that should be avoided. It's just too easy to make a mistake, and too easy to have a separate account to avoid that mistake.

stevena, on another message, you indicated the general location where you are applying. Don't forget to look here for alternatives, and look thru several categories for those in the state/region you are looking.

Just because there is no account does not mean it is not available.

OK, it might be acceptable to use the "will be provided on request" approach, but this makes sense only when there jsut isn't room to list everything, IMHO. But that does not change my preference to 'list it all". If you were building a resume at age 40, would you list only the last 10 years or so, leave a "gap", and list your academic background? Not me.

... and don't forget to review plan provisions, especially with respect to whether a QDRO will trigger a distribution (versus merely a segregation of the account).

Maybe. What really counts is whether the rate is reasonable now, not whether it is consistent with last year's rate (which may not have been reasonable at the time).

I beleive that the Q is: - employee X worked for company A, left employment, went to work for Company B (whether or not directly); - Company A is acquiring Company B; - A is placing B's employees under A's employee benefit plans; - does A have any requirements on how it recognizes X's service with A? Is this it?

I've been out of the job market for several years. If this is the new "technique" for designing a resume, I flatly reject it. Not acceptable. If I were the interviewer, this resume would not get anywhere.

Well said. But beware, you may be interviewing with someone who formerly worked at the first firm, and who might not have the same perspective as you. BTW, as implied by my first response, an omission from a resume could be considered a form of lying, IMHO.

12/31/04 Industrial Aaa 5.43% Aa 5.56 A 5.66 12/31/04 Corporate Aaa 5.43% Aa 5.66 A 5.77 12/31/04 Utilities Aaa n/a Aa 5.75 A 5.88 Moodys_Rates_12312004.html

Perhaps some will think me "pollyannaish" (as if I care), but my advice is: Never lie, directly or indirectly, on your resume. Enhance the cover letter with whatever brief explanations are desired.

Full set of forms and instructions http://www.dol.gov/ebsa/5500main.html#section1