GMK

And it's not quite that simple, is it? The part of compensation that is not deferred is taxable income. The FICA amount is subject to federal income tax at a rate of 10%, as is the amount paid as income tax, so income tax = 0.1 x (FICA + income tax), or income tax = FICA / 9.0. For compensation of say $1000, FICA is $76.50, and federal income tax is $8.50. So, there's $915.00 left to defer. If there are other deductions, such as, for insurance, state income tax, etc., it's more complicated, and there's less left to defer. Bottom line is that Bill Presson's general rule is a good suggestion, and I'd lean toward 80% or 85%, because 90% may be cutting it very close.

mmmm - a cold case of A&W. (One of my favorite dark beers.)

RMD's? We don't need no stinking RMD's. Still working, at least for a while yet, and waited for Senator Roth for the IRA's. and my list includes Mallo Cup Money and 25 cents for a quart of A&W in a cardboard inverted cone.

Great list, AtA! I'll be enjoying it in more detail this evening. To add another age puzzle: My neighbor and I celebrate the same birth month and day, but he's young. This year his age was my birth year, and my age was his birth year (not including the 19's in 19__, of course). In a way, it was kind of a record (= obscure hint). Hmm, guess I have a bit of an age advantage over Andy, as in being a certain age or better. Don't know that it's really better, but I pretend it is. And how about the joys of building model cars and planes with plastic cement. Only years later, did I realize ...

I'd stay away from this idea, but maybe it's OK for deferral rates in the 0% to 3% range. You could also probably justify it if, for each match rate, the percentage of NHCE's receiving that match rate is comparable to the percentage of HCE's receiving the same match rate. So, 10% of NHCE's get the 200% match, and 10% of the HCE's get the 200% match; 30% of NHCE's get 150% match as do 30% of HCE's, etc. Like that's gonna happen.

No problems here. It still scrolls for me. Agreed about the excellent wonderfulness of the button/bullet to the first unread message.

The plan doc is silent, so the Plan Administrator has discretion about mid year distributions. If the plan has made mid year distributions to participants or alternate payees before, then the procedure is in place for handling gains and losses for such a distribution. Use that procedure to determine the gains and losses applicable to the QDRO segregation. If the plan hasn't made mid year distributions before, then the DRO parties cannot require the plan to come up with something for this DRO, and the parties wait until the next val date. Like d.rigby and Bird said.

I'd gladly take credit, but someone else coined it years ago. It wasn't any of my favorite former presidents, A. Lincoln, W. Rogers, or Y. Berra, but it wasn't me either. Maybe Chris Rock. Use it in good health.

Your mother still has the right to 50% of his retirement benefits as stated in the divorce papers. What she needs to do now is hire a lawyer who knows how to do a QDRO. The sample from Foster Farms may be adequate or it may be nearly useless. As when you were young, continue to recognize the importance of getting a good attorney, where good means that the attorney understands QDRO's. And I wouldn't wait. The processing of a QDRO can be time consuming. Good luck.

Good advice above. The advisor should be able to explain why it would be a good idea to do the rollover to the 401(k) in terms that you can understand. This isn't rocket surgery, and if the reasons are too complex to be explained (or they differ from your objectives), or if the "all in" cost differences cannot be compared using simple arithmetic on a piece of paper, then I'd leave things as they are, especially since you like what you have. It goes under the heading: If you like your retirement plan, you can keep your retirement plan. (disclaimer - I have no credentials as an advisor.) and Go Badgers.

One way to post a link is to copy and paste with the little switch in the upper left hand corner of the "Reply to this topic" window switched up. Then switch it back down for all the deluxe word processing options.

for pasting, it's that little switch in the upper left corner of the "Reply to this topic" window. Switch it up to paste and back down for the fancy word processing features.

The insurance company does the "-B" forms. The employer does the 1094-C and 1095-C forms. Maybe not concise, but a useful reference is: http://www.irs.gov/pub/irs-pdf/i109495c.pdf

Offhand, it sounds like revenue sharing is paying the other expenses. Comparing the expense ratios of the funds in the plan to the expense ratios of the institutional share class of the same funds might give some insight. And yes, ESOP Guy is right.

If the Plan Document says something about deferral elections for rehires, then do what it says. In any case, as hr for me says, check on what, if anything, the payroll processing system does. Whatever the procedure you end up using, make a note of it so that the Participants and you and your successors know what to expect. For example, it could be a note on or with the election form that says, "If your employment with our fine company terminates, your deferral election becomes void. If you are later rehired, your deferral election will be the default deferral rate in effect at that time unless you file a different deferral election." or "Your deferral election will change only when you file a new deferral election. Changes in your employment status do not change your deferral election."

"Some" have their heads wedged. If the requirement is that you have to be an employee on 12/31, then if you are employed by the company at any time during 12/31, you were an employee on 12/31. You go home as a retired person, never to return, but as jpod says, your last day of employment was 12/31. And it's hard to have a last day of work when you are not an employee. BTW, did the company pay you (or owe you pay) for 12/31, or because you were not really employed that day, did you give them a free day of work? (Is that FLSA knocking?) Now, if the requirement reads that you have to be an employee as of 11:59:59 of 12/31, that's a different matter. Check the Plan Document.

How about: Step 1: pull $2000 out of the Participant's account Step 2: distribute the $2000 to the Alternate Payee or the AP's rollover receiving account as you did the first $4000

http://www.irs.gov/pub/irs-drop/n-09-68.pdf says that the Your Rollover Options notice must be issued no more than 180 days before the distribution is made. Don't know if this, in effect, makes the distribution request stale after 180 days, but it prevents making the distribution until after the notice is re-issued.

As a reminder, use the on-off switch in the upper left corner of the Reply box to paste. I think the switch has to be in the "up" position for pasting.

May be some help in the Rollovers from Designated Roth Accounts section in this: http://www.irs.gov/Retirement-Plans/Retirement-Plans-FAQs-on-Designated-Roth-Accounts#rollovers

A couple of links to get started: http://www.irs.gov/Retirement-Plans/Missing-Participants-or-Beneficiaries http://www.401khelpcenter.com/401k/missing-plan-participant.html#.VdzRUOmFNaQ

Who actually pays the $150? you, the participant, the Plan, the sponsor? My apologies for a dumb question. I know nothing about 403b's, but this is an interesting thread.

FWIW, the questionnaire was covered pertinent topics and was quick and easy to complete. I'd be interested to know if the tables include fee benchmarking data.

http://www.irs.gov/pub/irs-tege/rollover_chart.pdf

That's a pretty long day. We're impressed. As to the OP, I'm impressed (lucky) that the doctor I see shows up pretty much on time. It's the sit-and-wait-until-the-last-minute-to-file attitude of probate and DRO lawyers that turns my crank.