JanetM

The 4i question asked if any investment is more than 20%. Since you list CDs with same due date as one security, and cash has maturity date of today I would list it. Point of the question is to see if small plans are diversified.

Have real estate company adopt the medical company's plan. Then ee can participate. Am curious - 100% of a partnership? Sybil would fit right in.

I think it is the same as PS as long as you have the basic part in place. Example - PS is % of Comp. the % is finalized after year end. The Match would be $ on a % of deferral. Am thinking as long as you have been telling folks the % of deferral that will be matched - the amount of match can be decided later.

Wouldn't it be like discretionary PS contributions? Those are usually calculated after the end of the year and communicated to participants.

Here is what we use. 2006_StateRegulation.pdf

5500 is filed for each plan.

If you are just starting out, your friends advice about stocks is DEAD wrong. Look at it like this. Today you have ZERO. You contribute $4000. You will buy one or two stocks. That is very unsafe...... if you invest your $4000 in a fund you will have diversified across many stocks. Ten years from now. Pretend you have $100,000. You could try to create diversified stock portfolio. But now you are going to be diversifed across 20-40 stocks. Depending the stocks you buy (IBM @ 97 or Windstream @14) will determine how many different stock you own. Now of course, you must watch each stock. This sort of line up is more volitile - you see each stock going up and down. The fluxuations are magnified by detail. My advice is to pick some nice inexpensive index funds. Research the names and look for low expenses, and market or better rates of return.

If I understand the question. Use current income/funds to 1- fund IRA or 2 -pay off debt charging 0%. My qestion to you, would you be able to pay the debt off before the interest rate increases if you fund the IRA? If yes, why not do it. If funding the IRA means the debt now costs you interest because it now charges interest, it only makes sense if the IRA earned MORE in earnings then the debt costs to service the credit card debt. (highly doubtful scenario)

Nope. You can't just give her the funds and have it be tax free event. You can only do it if you have a QDRO.

So you set up forfeiture account - inside the plan. Pay fees from there. If there is some left you could allocate to participants.

What does the plan doc say about forfeitures? Sponsor can't make its own account to set aside forfeitures. They remain plan asset until used to pay fees, reduce or augment contributions.

Look at 401a9Cii If church plan elects to be ERISA plan then I would say yes. If church plan elects to not be ERISA.

Is this a control group? Or have you just created a multiple employer plan? If control group, then you add X as participating employer by amending Y plan. X does resolution to merge into Y. If you have created a multiple er plan, you may have to create that plan first. Does the prototype allow unrelated employers?

PPA stays quarterly stmts are required for plan years beginning 1/01/07. So I read it as not being required of your plan until 2008. If it were me, I would do it as soon as I could, why wait.

Then what the spouse gets depends on the form of benefit the participant elected. If it was the life annuity then the spouse gets zero. If it was J&S then the spouse gets what ever percentage of the benefit was elected.

I agree with you Leopurrd. Since the NHC wouldn't have ability to defer it would be discriminatory. Just amend to add the CODA 1/01/07.

With the thousands of posts done in 2006 it would real hard to name just one. Kind of like naming a favorite poster. With so many expert, funny, entertaining, annoying ones out there, it's hard to name just one.

I would think the second spouse could be entitled to J&S benefit when the employee retires if that is the option he elected at retirement. You have to give the employee all the optional forms at that time. The benefit remaining after QDRO is available to employee & new spouse under QPSA & QJSA,

I would want subsequent waivers, unless the language in first states it applys to future distributions.

I agree with Harry O. Few years back we had one of these go into affect. Legal counsel at the time made it vary clear to the guy, any change in the payments would void the tefra language and regular min distribution rules would apply.

Sure, the benefit was accrued before merger and funded after. Don't see an issue here.

The court would have appoint someone as her guardian/POA. If it were me, I would make the sister come up with papers showing the court has appointed her. What the plan say about someone who doesn't name a beneficiary?

You disaggregate the union and test as separate group.

This is why I love the message board. I learn something new.

If the plans are being merged the participants don't have distribution options. Their account will transfer to new plan and stay there until there is a distributable event.