JanetM

I don't see the asterisk. Maybe that just shows up when you are the OP. The only difference is see in suitcases is the color. LOL you aren't crazy, any diversion this time of year is appreciated.

Simple, tell her the Trustee makes the rules. Participant must follow the rules set by Trustee to receive benefits. Tell her if she doesn't follow the process she doesn't get to cash out the account.

The information is reported to the SSA. They send out notices to folks to remind them of possible benefits.

Not sure what the asterisk is, but if you scroll to the bottom you will see all the suitcases - color indicates activity on the thread.

Well with more facts here is my opinion. If a 401k in in place, you would have to give notice to terminate the plan before you suspend deferrals, if not you are not operating in accordance with the plan. You could suggest it, but not demand it without the notice. Not sure why it would matter, they would just have two years of deferrals in the old plan and after 3/01 contributions go to the new plan. Am confused now. Are you asking if there is annual notice requirement if you only have stmts available online? I am not sure about that becuase I don't think you can mandate all electronic participation. Not all participants use the internet. If someone askes for paper you have to give it.

Your first question.... are you asking if you give advance notice to participants who will cease participating due to their being aquired by a new owner. Answer is NO. Normally in these deals everything is kept pretty quiet until the deal closes and is announced. When the announcement is made there is usually a short meeting held with employees to announce all the changes. Notice of cessation of Deferrals and changes to other employee benefits are done then. Second question. You have to provide quarterly stmts in participant direceted plans. You can allow the participants to go online and elect electronic delivery or paper statement. You can't just say the statement is online at www.accountstmt.com.

1.401 and referenced 1.381 refer to plans and assets that transfer between sponsors. The OP says they want to pay the participants out and then start new plan.

Both are subject to RMD rules. How they take it depends on the Plan. If both are in same plan I bet the TPA requires the amounts to be prorated on money types. If they are two different plan you could take from just the 401K as long as you take the amout attributable to both balances.

Not sure about online courses. Mckay Hockman and Sunguard/Corbel have great websites. Benefits Link site is awesome.

Union CBA may require match. For non union, if this is really discretionary match, sure you can stop it.

Wow, in just a couple days the ideas they have come up with on the Hill. Lets not extend unemployment - lets just require some kind of training to get benefits. Health care workers are in demand, lets retrain folks to do those jobs. As far as the increase for food stamps - sure that just give the high school drop listening to her Ipod or chatting on her cell phone, while her kids run rampant, more to spend on DVDs. Okay, I am a bit cranky today.

Andy, Our company tested Vista in late 2006/early 2007. Pulled the plug on all those testing because is was a dud. Wasn't working with our email, Oracle systems, or even other Microsoft programs. Because of that I had a computer guy build me a new system in Feb 2007 just so I could get widows xp. Many friends of mine bought new computers in 2007 and they all came with Vista. Almost everyone of them ended up buying XP to replace Vista.

Perfect..... Thanks again.

Still testing Participant Notices if Benefit Restrictions apply I did it - YIPPY thanks a million Dave - it worked!

Thanks for the link Masteff. I hope they clarify the details quick. The office is buzzing and speculation rampant.

The order you do the tests is...... 402(g) - means deferrals 15,500 and c/u 2,915 plan limits - if any exist could recharacterize more to c/u 415© is $45,000 is limit so that means you are down to deferral 12,915 and c/u 5,000 ADP is last - at this point you have to give him refund if the test fails.

Guy is my office just showed me the news on stimulus package. He makes $145,000 and his wife doesn't work. He's tickled pink that he's going to get check for $1,200. Anyone know if the "couple" limit will require the wife to also have earned income.

Definition of comp can stay the way it is. This person elects 0% deferral and it would apply to all payments made for the period of time it is in effect. Then they elect 10% and it applies to all comp for the period until changed by new election.

Denise I want to insert anther posting thread - not quote something that is in the current thread. I have tried to use the "insert: post link" in the left menu but can't seem to make it work. When you click the box it asks for "Post ID" and "title for this link" I must not be entering the right stuff ........ Sorry for the misleading title.

The pilots got haircuts. The reductions apply to those in pay status and those who have not begun payment. Sorry, I don't know of any case cites.

Betheeq, Based on fact pattern you gave, absolutely you would have op failure. The person is stuck with having deferrals taken form OT check until July 1. Now you could suggest the plan amendment to change that, as others have pointed out you would have to change a couple of things to make it work. IMHO it isn't worth it to amend the plan to make one person happy. What you could do, since you say that it isn't a problem to make changes, is allow more frequent deferral changes. For example they can make 1 deferral change per month. That would allow this person some freedom while not increasing complexity in operation.

I tried to insert prior posting to respond to new post. It didn't work. Help! Can someone explain how to make it work? Thanks!!!!!

Betheeq, if you do decide to allow this person to not defer on separate OT check, I would definately make them sign a 0% elections for every check you do this on.

Good point, I missed that one. Thanks for the save Steelerfan.

They need to file 5330s and make up lost earnings on deferrals to correct. DOL web site has calculator to figure the lost earnings. The match does not receive lost earnings since you could - depending on the plan design - contribute the match September of the following year. DOL calculator for lost earnings - http://www.dol.gov/ebsa/calculator/main.html Then you need to train the employer to follow consistent practice of remitting deferrals. If the regular paychecks are issued every friday and routine is to make all other payments on Monday - Monday it will be - barring holidays and other reasonable delays.