mphs77

I feel sorry for you having Paychex as your administrative firm. Having reviewed and been the takeover contact on many Plans "serviced" by them over the years, I have yet to run across a Plan without issues caused by their "services". It could be that the only Plans that Paychex had problems with were the ones I saw, but I doubt it.

Technically, the Company is not responsible for submitting the withholding taxes, the Trust for the Plan is responsible.

That is my point.

What provision of the Profit Sharing Plan allows for the usage of plan assets to pay another plan's expenses?

of course Companies B & C are a controlled group as a Brother-Sister arrangement, but Company A seems to be off in it's own little world....

Are any of the owners related in any way?

What is the definition of Compensation used in the Plan Document?

Wonder if that doctor will slow down on tranquilizer prescriptions and in stead recommend a fifth of vodka to calm the nerves of their patients?

more like missing a gear when shifting, isn't it?

Wouldn't there be an issue with the structure of the discretionary match as it is an increasing formula (0% for the first 3% of deferrals, then 50% for 3% thru 5%)?

If I am a participant and you want to automatically enroll me, but not provide me with a tax savings in this automatic enrollment; when my boss Jane can get a tax savings with her automatic enrollment; seems faulty to me. But then again, I still believe Social Security will be there for me when I hit 66 and 10 months....

I would first want to be sure the "after tax contributions" the Employer wishes to allow are not Roth 401(k) deferrals.....

A change from a cash accounting basis to an accrual basis is not a big deal. My bigger concern is that the Employer feels that they are more able to fill out the Form 5500 package than a business that does that task fro a living.

Is the one person the business owner or a non-owner?

What type of Plan is it?

not an HCE if they do not meet the initial condition of making over $120,000 in the prior year.

What do your loan documents say about repayment? Is it only by payroll or are additional payments allowed? As far as the new service provider (ADP), having done takeover work on Plan's they have administered, I would be hesitant to accept their position as anything other than "That's not the way we do it".

If there was a QDIA in place I would think you can.....but my experience tells me that forced self direction is a train wreck waiting to happen.

Under what plan provision may a participant, who is already receiving benefits, change the benefit form?

I, for one, would think that a public flogging of the broker (or investment professional) for not doing his job to ensure the mapping occurred properly must be taken.

My first impression is, "what does your service agreement say"? It may be that you are contracted to prepare the 5500 forms but not the 1099-Rs.

I'm pretty sure that leaving voluntarily beats working until you drop as well.....

could be that it was never mentioned before is that no one thought to look......

and remember, if the Plan has a loan provision, a loan must be taken first....

The owner could waive any remaining benefits.