david rigby

Go to the SSA website and download the (free) calculator, AnyPIA. https://www.ssa.gov/OACT/anypia/anypia.html,

On what basis does a qualified plan do an escheat?

For reading/reference, section 411 of ERISA https://www.law.cornell.edu/uscode/text/29/1111

Agree with prior responses. I've never encountered alternative number 3.

Check the plan SPD. It will summarize the plan procedures for a "claim". (That is an important word.) Best to avoid throwing stones; this could be an off-the-cuff comment from someone in HR who is making an assumption on the proper "correction" method. By making an official claim (written is important), your inquiry will (should) be bumped up to the administrative committee that has actual responsibility.

Don't overlook the possibility that there is some special death benefit in the plan, which may automatically create an allocation/account balance on his behalf. I'm just guessing here, but it's worth a look.

Who says? Maybe so. See above advice.

What is the meaning of "...mess up her SS..."?

Carol, does this depend on the context? That is, if you are deciding whether to do some type of "disclosure", is it appropriate to err on the side of caution?

Moody's Daily Long-term Corporate Bond Yield Averages 06/30/17 Utilities Industrial Corporate Aaa NA 3.71 3.71 Aa 3.81 3.80 3.81 A 3.98 3.95 3.97 Baa 4.36 4.43 4.40 Avg 4.05 3.97 4.01 Moody's Daily Treasury Yield Averages Short-Term (3-5 yrs) 1.66 Medium-Term (5-10 yrs) 2.08 Long-Term (10+ yrs) 2.69

I have exercised moderator discretion to remove the link, rather than remove the entire post or thread. The original poster may benefit by contributing to the message boards in the future, as long as posts stay away from self-serving intents. The user community is always open to sharing, and hopes the poster is willing to participate.

As Mike has efficiently stated, the answer to this question is probably in the plan document.

In all similar cases I've seen, the EE cost has been larger only because the total cost declined year-over-year, and the ER did not want to bother with a small change. Important: in such cases, this differential has been small, and probable reversed in one or two years. The ER was trying to keep it simple.

Two dealerships does not automatically mean two companies. BTW, maybe address the original questions to legal counsel for the Employer?

Please explain. Are you asking the community to help you do research? Why does the link require personal information?

Well ...... could there be anything else at issue? Such as a possible partial termination? Any relevant collective bargaining agreement? Failing any special situations, the advice above is correct. Just make sure you follow the plan's procedures related to claims and/or appeals.

Don't know, but my hunch would be Yes. However, perhaps you can ask:https://www.virginia.gov/services/freedom-of-information-act/

Best idea yet!

What does the plan say? As mentioned above, filing with the IRS is optional. However, I've seen documents that make it mandatory.

You might also try searching these BenefitsLink Message Boards. Perhaps search terms such as "real estate" or "real property".

I think you are focusing on dollars when the plan defines the employer match using percent(s). Let's try a simple example: Comp per pay period is $1,000. You elect to defer 10% (ie, $100). The company match should be 200% of your first 2% (ie, 200% of $20 = $40), plus 50% of your next 4% (ie, 50% of $40 = $20). Total company match = $60.

Why is the tax filing status a concern of the plan? Could the plan satisfy it's obligation by providing the W-4P, to be completed by the estate (If you have forgotten, Line 1 of the W-4P is "Check here if you do not want any federal income tax withheld from your pension or annuity.)"

What about the other default withholding? 10%?

Trying to read between the lines, it sounds like there may be no separate amendment to freeze the plan (unusual but not impossible). Whether or not a separate amendment exists, it is essential to understand what the plan says/intends. If it simply states "the benefit is frozen at 1/1/16" (or something similar), two things should happen: (1) the person who drafted the plan should be drawn and quartered, and (2) someone must interpret the exact words that do exist. IMHO, a plain reading of "freeze" or "frozen" means no further accruals, and 415 participating service would not be an override. In other words, if the plan is intended to allow for growth in the benefit solely due to additional participating service, that plan provision should be stated clearly; if it's not there, it doesn't exist. Other readers may have different views.

There are different applications of the term "frozen". The place to start is the freeze amendment.