david rigby

Interesting discussion. No attorney I, but might all (or none) of these "discussions" be correct? Does it depend on the type of corporation? That is, if it is a Sub-S corp., can the owner/employee legitimately render services and also not take direct compensation? And if so, is that relevant to the original question?

Veteran Pillsbury spokesman, The Pillsbury Doughboy, died yesterday of a severe yeast infection and complications from repeated pokes to the belly. He was 71. Doughboy was buried in a slightly greased coffin. Dozens of celebrities turned out, including Mrs. Butterworth, the California Raisins, Hungry Jack, Betty Crocker, the Hostess Twinkies, Captain Crunch, and many others. The graveside was piled high in flours as longtime friend Aunt Jemima delivered the eulogy, describing Doughboy as a man who "never knew how much he was kneaded". Doughboy rose quickly in show business, but his later life was filled with many turnovers. He was not considered a very smart cookie, wasting much of his dough on half-baked schemes. Still, even as a crusty old man, he was a roll model to millions. Doughboy is survived by his second wife, Play Dough. They have two children and one in the oven. The funeral was held at 3:50 for about twenty minutes.

1. An actuary is a place where they bury dead actors. 2. An actuary is a person who passes as an expert on the basis of a prolific ability to produce an infinite variety of incomprehensive figures calculated with micrometric precision from the vaguest of assumptions based on debatable evidence from inconclusive data derived by persons of questionable reliability for the sole purpose of confusing an already hopelessly befuddled group of persons who never read the statistics anyway. 3. What did God say when he created Actuaries? He scratched his head and said, "Go figure!" They took him literally. 4. An Actuary is someone who'd rather be completely wrong than approximately right. 5. A lawyer, an accountant and an actuary are arguing over whether it is better to have a spouse or an unmarried lover. The lawyer says a lover because it's legally easier to disentangle yourself from a lover. The accountant says a spouse because you can get a tax deduction with a spouse. The actuary says it's better to have both because you can lie to each of them, telling each of them that you're with the other, and then go the office to do some work. 6. What do actuaries use as contraceptives?? Their personality. 7. And then there was the actuary who was so dull, the other actuaries noticed. 8. Definition of a CPA: Can't Pass Actuarial exams. 9. What is the difference between God and an Actuary? God doesn't think he's an Actuary. 10. How many actuaries does it take to change a light bulb? How many did it take last year. 11. "I once told an actuary to go to the end of the line. He came back five minutes later and said that he couldn't because someone else was already there." 12. When a marketing officer asked an actuary why he recommended selling more life insurance to 98 year olds, the actuary replied, "According to our tables, very few of them die each year." 13. What do you call an actuary who is talking to someone? Popular.

In the beginning God created the heavens and the earth. And the earth was without form, and void, and darkness was upon the face of the deep. And Satan said, "It doesn't get any better than this." And God said, "Let there be light," and there was light. And God said, "Let the earth bring forth grass, the herb yielding seed, and the fruit tree yielding fruit," and God saw that it was good. And Satan said, "There goes the neighborhood." And God said, "Let us make Man in our image, after our likeness, and let him have dominion over the fish of the sea, and over the fowl of the air, and over the cattle, and over all the earth, and over every creeping thing that creeps upon the earth." And so God created Man in his own image; male and female created. And God looked upon Man and Woman and saw that they were lean and fit. And Satan said, "I know how I can get back into this game." And God populated the earth with broccoli and cauliflower and spinach, green and yellow vegetables of all kinds, so Man and Woman would live long and healthy lives. And Satan created McDonald's. And McDonald's brought forth the 99-cent double cheeseburger. And Satan said to Man, "You want fries with that?" And Man said, "Supersize them." And Man gained 5 pounds. And God created the healthful yogurt, that Woman might keep her figure that Man found so fair. And Satan brought forth chocolate. And Woman gained 5 pounds. And God said, "Try my crispy fresh salad." And Satan brought forth Ben & Jerry's. And Woman gained 10 pounds. And God said, "I have sent thee heart-healthy vegetables and olive oil with which to cook them." And Satan brought forth chicken-fried steak so big it needed its own platter. And Man gained 10 pounds and his bad cholesterol went through the roof. And God brought forth running shoes and Man resolved to lose those extra pounds. And Satan brought forth cable TV with remote control so Man would not have to toil to change channels between ESPN and ESPN2. And Man gained another 20 pounds. And God said, "You are running up the score, Satan." And God brought forth the potato, a vegetable naturally low in fat and brimming with nutrition. And Satan peeled off the healthful skin and sliced the starchy center into chips and deep-fried them. And he created sour cream dip also. And Man clutched his remote control and ate the potato chips swaddled in cholesterol. And Satan saw and said, "It is good." And Man went into cardiac arrest. And God sighed and created quadruple bypass surgery. And Satan created HMOs.

Might be a problem is there was a distribution to active employee. However, plan administrator should be protected as long as you have documentation as to the date received. As implied by QDROphile, the plan administrator is now on notice to determine if the DRO is a QDRO.

Sounds like different definitions of "taxable income" for different jurisdictions.

I think that the notice to participants is covered in Technical Update 97-6 and 97-4. The former establishes a waiver under certain circumstances. The fact that it can be waived does not eliminate its existence. Thus, I conclude the SAR is not sufficient. But even better is DOL Reg. 4011.9 Manner of issuance of notice "The Participant Notice shall be issued by using measures reasonably calculated to ensure actual receipt by the persons entitled to receive it. It may be issued together with another document, such as the summary annual report required under section 104(B)(3) of ERISA for the prior plan year, but must be a separate document."

Probably depends on the terms of the plan. The portion of ERISA and the Internal Revenue Code that cover vesting specifically exempt church plans.

I am dealing with a similar situation. I think that trying to use the SAR for the notice to participants will not be sufficient. See PBGC reportable events: http://www.pbgc.gov/forms/REPEVENA.htm There are circumstances where the reporting of a missed quarterly contribution is waived (waived for reporting to the PBGC, but I'm not sure about notice to participants). However, it appears to my reading that this waiver does not extend to contributions due 8-1/2 months after a plan year end. PBGC Technical Update 97-6 is here: http://www.pbgc.gov/legal_info/tech_update...es/TECH97-6.HTM To the best of my knowledge, later PBGC Technical Updates have modified slightly the Model Participant Notice, but have not changed any requirements with respect to what and when reporting is required. Anyone have additional information?

Hmmm. It might help to know a bit more about the two plans: pension/PS plan? welfare plan? And why is the new plan sponsor not required to file? I think it's the nature of the plan that determines whether the 5500 is due. At the very least, it seems likely that the 5500 should be filed for the plan year in which it was "required." Instructions to 2000 5500: http://ftp.fedworld.gov/pub/irs-pdf/i5500.pdf. See Section 1: Who Must File.

Correct. Also, if the group is TH, don't forget that all plans must use a vesting schedule at least as generous as one of the TH minimums.

Also possible to have a plan with only Key EEs.

In general, the plan should specify the mechanism for calculating any optional forms of payment.

Q&A 116 as mentioned above. http://www.benefitslink.com/cgi-bin/qa.cgi...d=116&mode=read

Is the disability payment paid by a plan (insured or self-insured), or by the employer? If paid by employer, is the disabled employee receiving a W2 for this? (Not sure if this matters, just asking.)

Not quite. IRC 404(a)(6) states "(6) Time when contributions deemed made For purposes of paragraphs (1), (2), and (3), a taxpayer shall be deemed to have made a payment on the last day of the preceding taxable year if the payment is on account of such taxable year and is made not later than the time prescribed by law for filing the return for such taxable year (including extensions thereof)." The tax filing of the plan sponsor is based on the sponsor's fiscal year. The 5500 filing is based on the plan year, which is not necessarily the same as the fiscal year.

I think this (and the original FFL) must be as of the end of the plan year. Consider a new plan with no assets and no recognition of past service. If you test at BOY, then you have a liability of zero, offset by an asset of zero. That does not make sense, so project both to the end of the year, include normal cost and interest.

Return? Is someone advocating that amounts be removed from the plan trust? On what authority? Most plans do not permit this. The DOL takes a rather dim view of it also.

Any qualified plan can be frozen. I think it only requires a duly adopted plan amendment. Should specify that benefits, credited service, benefit accruals, and participation are all frozen as of X date.

I have also seen the following situation: Plan has "deemed distribution" rule so that non-vested participants are deemed to receive a distribution of $0 immediately upon severance of employment. The purpose of this is to make sure that all terminated participants are paid as soon as possible , which is one of the requirements to avoid the "5-year" rule. Then, if the plan terminates, those participants who terminated with less than 100% vesting in the plan year of plan termination are given 100% vesting (because they have not yet incurred a break in service), but any others who terminated in prior plan year (even if less than 12 months earlier) are not given additional vesting. Also, good point from actuarysmith about partial termination.

There absolutely is "an actual deadline for depositing of funds". The deadline for making a contribution to a qualified plan is 8-1/2 months after the end of the plan year. Top heavy status does not change that. With respect to the timing of contributions for purposes of deduction, see first sentence above by John Sample. Note that plan year and company fiscal year can be different.

Not sure I understand your question but here's my 2 cents. The calculation of the CL for 404 purposes must use the same CL interest rate as used under 412 (whether or not that is the maxmimum rate). I have always interpreted the 404 calculation to mean the estimated EOY amount, including CL normal cost, interest at the CL rate, and estimated benefit payments thru the EOY (payments also adjusted with interest). This is then compared to the estimated EOY asset value, including interest at the valuation rate, and estimated benefit payments with interest.

I don't think that amending to 0% is the same as freezing. For example, you could still have new entrants. If the aggregation group is top-heavy, then you might have new entrants entitled to a T-H minimum, even though no other participant gets a benefit. Seems to me that freezing is OK. Note that a frozen plan can later be unfrozen.

Text of Revenue Ruling 2000-27 http://www.benefitslink.com/IRS/revrul2000-27.shtml You might also try a search for issue on the Message Boards, or on BenefitsLink.

In general, amounts that come out of an IRA or a 401(k) plan (or any qualified pension or profit sharing plan) are taxed as ordinary income. That is because they are (with respect to the tax laws) "deferred compensation". However, they are not subject to FICA (Social Security) taxes.