JanetM

OMG I almost wet my pants laughing on that one. Did you write that Tom? You have more talents than just puzzle making and costumes. thanks!

e, i , e , i , o Old Erisa has just too many acronyms.....................

Works for me.

Off the cuff, if the plan that is left - based on the document is the individually designed plan then that is what it is.

My understanding is that even if the normal is 50 and optional is 100, the normal is still less then 75 so you have to add the 75. If I am wrong someone please correct me.

AndyH, most will go overboard in first year and detail test everything to excess. Normally this is so that in future years they can rely on the original testing. The theory is if you test 2006 to death, for 2007 audit you can only look at 2007 retirees. But in order to do that in the future you have to have pain in the initial year. Am plan sponsor of 13 DB plans - we changed auditor this year and it was extremely painful.

Santo why don't they just wait for new year to begin the annual rather then payroll matching.

AndyH that would be the temps for the weekend from weather forecast, not the score. LOL It will be a good weekend here in Denver - Go Rockies!

Sorry Tom, no snowballs available this weekend. Denver channel 9 predicts 55 & 33 Saturday with wind, 65 & 36 on Sunday and 70 and 38 on Monday.

We Rockies fans are believing the law of averages will catch up - but not until Monday. Besides, I have my Purple Rockies shirt and matching shoes on for good luck.

Since participant had access to fidelity's online access he should have seen he didn't have termination date. Onus is on hime,

Restate on of the uni plans to reflect new s-corp plan and merge the other plan into it.

It was my understanding that it is for benefits payable after 12/31/07. This will make it messy for those who like to get all the paperwork done so they get the first check on first day of 2008. tuni - if J&S is less then 75% you now have to offer 75% J&S. If J&S is 75% or greater you have to add a 50% J&S. This will be called the "qualified optional survivor annuity.

It is a tough call, but I would make it to save the participants.

LOL Denver in the fall and spring. Gotta love the unpredictable patterns. Go Rockies!

JEVD - back at you Go Rockies! This town is going to be crazy this weekend! What great season.

You disaggregate the plan into union and non union and test them separate. If CBA was subject to good faith bargaining the union get a free pass since the benefits are bargained.

Normally it is simple if you actually have SLOBs. We have varied the number of SLOBs in our CG over the years and currently have two. The catch is the number of substantial service employees and making sure you actually have mostly separate managment folks for the SLOBS. The process ins't any more involved, you just have to some head counting and file a 5310 indicating you want to be viewed as having QSLOB. SEC. 4. APPLICATION The industry categories for purposes of applying section 1.414®-5© of the regulations are set forth below. The SIC code or codes to which a particular industry category corresponds are set forth in parentheses following the name of the industry category. Except as otherwise indicated, each industry category is intended to have the same content as the SIC code or codes from which it is derived. Although each industry category describes an industry in general terms, the category includes all property and services that are provided to customers by businesses in that industry. Thus, for example, agricultural entomological services (SIC code 0721) are included in the food and agriculture industry category listed below. Section 1.414®-5©(1) of the regulations requires that the property or services provided to customers of the employer by a separate line of business must fall exclusively within one or more of the industry categories listed below, and that none of the property or services provided to customers of the employer by any of the employer's other separate lines of business may fall within the same industry category or categories. In determining whether this requirement is satisfied, the SIC code or codes (if any) assigned to the employer's establishments by the Census Bureau are not determinative, because they look to the activities conducted at each of the employer's establishments rather than to the ultimate property or services provided by the separate line of business to customers of the employer. Thus, the employer must look directly to the property or services provided by the separate line of business to customers of the employer to determine whether the requirements of the safe harbor are satisfied. SEC. 5. INDUSTRY CATEGORIES 1. Food and Agriculture. Food, beverages, tobacco, food stores and restaurants (Groups 1, 2, 7, 8, 9, 20, 21, 54 & 58). 2. Textiles and Clothing. Textile mill products, apparel and other finished products made from fabrics and other similar materials (including leather and leather products) and general merchandise stores (Groups 22, 23, 31, 53, 56 & 57). 3. Forest Products. Pulp, paper, lumber and wood products (including furniture) (Groups 24, 25, 26). 4. Transportation. Transportation equipment and services (Groups 37, 40, 41, 42, 44, 45, 47, & 75). 5. Finance. Banking, insurance, and financial industries (Groups 60, 61, 62, 63, 64, & 67). 6. Utilities. Public utilities and other regulated industries and communications (Groups 48 and 49). 7. Coal and Metals. Metal industries and coal mining and production (Groups 1O, 12, 14, 33 and 34). 8. Machinery and Electronics. Industrial and commercial machinery; computers and other electronic and electrical equipment and components (Groups 35, 36 & 38). 9. Petroleum and Chemicals. Oil and gas extraction, production and distribution (including gasoline service stations); petroleum refining and related industries; chemicals and allied products; rubber and miscellaneous plastic products (Groups 13, 28, 29, 30, 46 & 55). 10. Construction and Real Estate. Construction industry, real estate, stone, clay and glass products (Groups 15, 16, 17, 32 & 65). 11. Leisure. Entertainment, sports, hotels (Groups 70, 78, 79, & 84). 12. Printing and Publishing. Printing, publishing and allied industries (Group 27).

You aren't even close. The employer doesn't open the HSA the participant does. The employer may help but the account belongs to the participant. As far as SPD goes all health plans need one. HSA has nothing to do with the SPD or health plan. It is simply a funding method for future care. HSA_Tri_fold_english_07.pdf

Mike your crystal ball must be better than mine. But I sort of agree, unless the numbers for september are off the charts the limits should be the same as 2007 for K and M.

Go Rockies!

Salary deferrals are not er contributions. The are no longer counted towards the 25% of compensation amount that is deductible.

The deemed loan is a defaulted loan that can not be offset. It stays on the books and counts toward future amount allowed for new loan if plan allows more than one loan. The amount can be repaid and it is, the amounts are put in after tax money type. Curious how the participant stopped paying. Did they go out on medical, term for short period or what. By making payments via payroll deduction the participant can't just stop.

What does the plan say? SPD or other materials? You don't seem to know what you have and you don't want to assume the worst case senario.

Not enough info given. You say it is multiemployer plan, then you say multiple plans. This doesn't make sense. Multiemployer plan is normally a union sponsored plan that employers opt to participate in. You do aggregate all entities who participate who are in a control group. Depending on the facts, this could be partial termination.