Bill Presson

This is what we would do.

I believe that what Tom is trying to say is that your testing compensation does not have to be the same as the allocation compensation defined in your document. You are able to use another definition as long as it satisfies 414(s).

We haven't had any Relius speed issues. Microsoft Office 2007 is much slower however, which might be the case with your spreadsheet.

1. you can look at the events link on the front page of benefitslink.com 2. you can call NIPA and find out about approved seminars 3. you can search the ASPPA web site. Those seminars generally qualify for APA credit as well 4. you can search the Relius and McKay Hochman web sites 5. you can search the DOL website for seminars

If disability insurance is paid for on a pre-tax basis, then the proceeds are taxable. So, they are likely correct on the additional W-2. Someone else will have to help on the allocation compensation.

Here is a number you can call to confirm receipt of 5500's :EFAST Help Line 1-866-463-3278 . All you need is tax ID and plan number. Not sure about checking a specific year or not.

Why would the fees be so much larger because of universal availabilty and how much more will be the cost in $. Wouldn't the saving in not having to do ADP testing offset the any costs due to universal availability? I'm assuming the additional costs are for the plan audit.

I'm guessing they are getting a safe harbor contribution, since he mentioned that.

I would recommend he go back to his legal counsel.

I didn't word my reply very well. The requirement for filing the schedule F for cafeteria plans has been eliminated. In the situation presented, one 5500 is still all that is needed.

Just one (if required to file) for the welfare. Cafeteria plans aren't required to file anymore.

What version of Relius are you using?

We have suggested (and have had the plan's attorney agree) to have the plan forfeit the extra $500 (or share equivalent) in the plan and have the employer make the employee whole outside of the plan.

The insurance remains a welfare plan. In order to deduct premiums on a pretax basis, you need a cafeteria plan document, so you would have both.

You posted in another thread that you were being told that you weren't the beneficiary. This might be part of the answer. If the QDRO was filed (even if you weren't aware of it), then his first wife might be the beneficiary and that's why you can't get any specifics. Definitely time to contact an attorney and quickly.

We always have them moved to the money market/stable value option. Since they'll be moved soon anyway, no sense in risking a loss.

The deduction limit for money purchase plans is 25% of covered payroll; the same as profit sharing or paired plans.

Refund what?

You need a new accountant.

I'll take a shot: I'm going to say that a retirement plan consultant can't perform the audit, unless he/she was also an accountant.

You can find them here: ERPA materials

It let's you run a projected ADP/ACP test late in the year and see what is happening. If you pass or are very close, you might not do the SHNEC. It just gives you some planning options.

Do refunds and use the "QNEC" money to pay bonuses to the HCE's to let them defer back in to the plan.

Yes. Dental and vision both qualify as accident and health.