david rigby

As usual, comments by MGB are correct and succinct. However, I am less optimistic than his "couple of years". I don't expect regs in less than 3 years.

Can the sponsor fund the difference now?

There are two SS taxes, and have been for a few decades. The "old age" portion is 6.2%, and is assessed on comp up to the wage base. The medicare portion of 1.45% is assessed on all comp, including many forms of imputed comp, without a maximum.

"...taxes, etc. come out before 401(k) con" Does not sound "fine" to me. How can taxes come out before 401(k) contributions?

Technical Bulletin from NJ tax website, http://www.state.nj.us/treasury/taxation/p...ubs/tb/tb39.pdf Might be other information on that site.

Most prior discussion threads about this topic have noted that such pay is (usually) termination pay, which is not wages, and therefore should not be covered by a qualified plan. However, you may wish to do your own search on the message boards (rather than rely on my memory).

The IRS has this site http://www.irs.gov/forms_pubs/formpub92.html for prior forms, althought there is no guarantee you will be able to find your specific form.

http://www.shrm.org/hrnews/articles/defaul...age=052402a.htm

You might want to be cautious in using any statistics from the Human Rights Campaign. There is some track record of distortion.

http://www.benefitslink.com/IRS/notice2001-56.shtml

http://benefitslink.com/boards/index.php?showtopic=6731 http://benefitslink.com/boards/index.php?showtopic=5770 http://benefitslink.com/boards/index.php?showtopic=5764

Again, facts and circumstances. Based on your description, it is probably prudent to analyze the reason for the "steady loss" of participants. If, for example, it was thru a series of small layoffs, it could be that the beginning of that action is the beginning of the partial termination.

IRS list of treaties. http://www.irs.gov/pub/irs-trty/

Send it.

you might also do a search on these message boards. For example, see this thread and its references: http://benefitslink.com/boards/index.php?showtopic=10187

To simplify, the purpose of FASB 35 is to summarize the PVAB and show how it has changed from one year to the next. Try this sample.

Many. FASB 35 was issued in 1980. It pertains to the accounting for the plan, not the plan sponsor. FASB 110 (issued in 1992 I think) added some small amendments to Statement 35.

I agree with MGB's comments about using a paper copy of the code and regs. But my forty-something eyes are having more trouble with that tiny print. I also agree with comment by RButler that most of what you need (if reasonably current) can be accessed thru BenefitsLink.

You can look on http://www.freeerisa.com/ There is a listing for "CENTRAL STATE SOUTHEAST AND SOUTHWEST AREAS PENSION FUND" Is that the one you mean?

Federal regs can be found here: http://www.access.gpo.gov/nara/cfr/cfr-tab...ble-search.html I have not found this link to be very useful. This link is usually more direct, but the link to regs 1.401 thru 1.440 is broken. http://www.access.gpo.gov/nara/cfr/cfrhtml...6/26tab_00.html US Code: http://uscode.house.gov/usc.htm Internal Revenue Code: http://www4.law.cornell.edu/uscode/26/

If you need to see a discussion, see this TSA, article beginning on page 221. http://www.soa.org:80/library/tsa/1990-95/...5/TSA95V479.pdf Scale G can be found on page 227. The SOA Table Manager is here: http://www.soa.org/tablemgr/tablemgr.asp

Pardon my ignorance, but I don't know what you are talking about. Can you elaborate? What do you mean by "on benefits"? "Overage"? What kind of benefit program are you referring to? medical? pension? other? all of the above? Is there a union involved?

...and its cross-reference, Reg. 1.410(a)-4(a)(1), which states [see (ii)] "For purposes of this paragraph, a target benefit plan is a defined contribution plan under which the amount of employer contributions allocated to each participant is determined under a formula ..."

Fair enough. Forced to re-read the instructions to the 5310-A, I agree. Oops.

Perhaps a bit more information. Was the employee still actively employed? Retired and elected a form of distribution? If so, exactly what is the elected form of distribution? Does the plan address the potential of a contingent beneficiary?