david rigby

Just what is "something"? Facts please. Many prior examples of specific benefits / coverage added to plans, with the resulting cost much higher than the "estimate". The utilization and anti-selection components will be higher than anybody's estimates. The only question is "by how much?"

That would be great. (Or post them as an attachment to a message.) Thanks.

Thanks. As Tom pointed out, the title of this thread is "Elapsed time" but it may be that the plan document really does impose some hours requirement. Absent that information, we seem to be assuming it has none.

I'm looking for a morbidity table known as the "UAW Table", for determining rates of disablement. Can you provide or steer me to a link? (I did not see it on the SOA website.)

Generally, - your services (actuarial, recordkeeping, compliance, trust, legal, etc.), - your abilities / credentials, - references, - etc.

Well, it has to do with what is the proper NC. If the plan is frozen, then the NC can reflect that, can it not? (OK, yes it may depend on when the plan freeze is adopted.)

That's what I was wondering also.

Another example of why no plan should be terminated without also freezing accruals.

Send me your database, and I'll send you a letter.

Have you reviewed this? http://www.irs.gov/pub/irs-pdf/p590.pdf Call 1-800-TAX-FORM to have the IRS send you a copy.

Mighty strongly worded. Don't forget the 10th amendment to the Constitution. Perhaps we can say "... for any purposes under federal law."

I have not seen any studies, but I would be skeptical of any such results. IMHO, very likely that studies will underestimate the $ impact. Anti-selection component will be significant.

Deficiency? Maybe not. If the plan was frozen for the 2002 Schedule B, why does "unfreezing" it now change the charges for the 2002 plan year? Yes, unfreezing is not the same as "unterminating" but the net result may be the same in this case.

Hired in April and fired in May? How can such an employee be a participant?

http://www.irs.gov/pub/irs-pdf/pcir230.pdf

What amount was deducted, and when? Since the $400K was actually made in 2003, the sponsor has some flexibility in determining when to deduct. If the sponsor claimed a 2002 deduction of $400K, that would seem to exceed the IRC 404 decuctible limit for that year. Excise tax. Alternatively, the sponsor might deduct part of the $400K in 2002 and part in 2003. BTW, I have assumed both the plan year and sponsor's fiscal year are CY.

Good faith? Pick a date?

You could always ask to see his Enrollment Certificate. Better yet, ask to see his letter from the JBEA notifying him that his enrollment status has been renewed. The most recent one should be dated in March (approx) of 2002. Blinky, it may be that all EA's are listed, but since there are some without other affiliation, I don't know how they are reported, or who would do so. Remember that the Actuarial Directory was orginally a compilation of all members of the various actuarial organinzations. Some EA's still don't have an affiliation (unfortunately).

That is the correct location for a search. However, there may be some EA's with no other actuarial certification or affiliation who are not listed on the Actuarial Directory.

Reg. here: http://www.dol.gov/dol/allcfr/ebsa/Title_2...2530.200b-2.htm

Pardon my simple mind, but a fee is a fee. If it is deducted from an account (or all accounts), then it reduces the account.

http://thomas.loc.gov/ In the first box, enter HR3108.

Does husband want to tell the judge "no I won't sign"? Can I be there to watch?

As far as I know, the PBGC notification is the only required one. It was my impression that a DB plan termination without proper notification, and without waiting for the 60-day no action period, is not a termination at all, and the plan appears to have made distributions that may not be authorized. The plan may have even violated its own terms by not notifying PBGC. Get thee to an experienced ERISA attorney.

Cart before the horse. What does the plan sponsor want to accomplish by having a(ny) plan? What level of benefit/contribution? What commitment is the sponsor willing to make? How many other EEs are/may be covered? Short term? Long term? What level/type of admin expenses is the sponsor expecting? willing to pay? have the plan pay? Who benefits by any particular action (the "investment rep" for example)? This is not necessarily a deal breaker, but just remember that certain solutions may be better for advisors. Need some analysis of demographics. May need to include the sponsor's auditor if the level of deduction is a driving force. Competive concerns, perhaps geographically, or industry? The list goes on and on.