Archimage

We use Ft. William for testing and we have really liked it. It is very user friendly.

Anyone have any luck with this?

The DOL regs require a that a participant be furnished a notice of a description of a change at least 30 but no more than 90 days before the effective date of the change. Does anyone know exactly what that notice must include? I don't see that the regs require you to include all of the annual disclosure information. Can a plan just say we are replacing Fund A with Fund B or do they actually have to include all of the required information just like the annual notice?

I would agree. I would not do anything else to correct.

Additionally, I have helped my family members in situations similar to this and the IRS has waived the excise tax each time.

Has anyone ever written a report that will run a promissory note for a loan that has been setup? I am tired of having to do these manually.

I am wanting a report that will somehow tell me all of the payroll files that were uploaded via DVC for the day. I would also want this report to just return plans that I have coded to allow ACH. I would imagine I would do this via the user defined fields with a Y or N.

I am in need of someone that can write advanced crystal reports with use of the Relius database. Any referrals would be appreciated.

I see what you are asking now. I agree with Tom if you are using those types of schedules.

If it is a controlled group of companies then how are you considering it a multiple employer plan? Assuming it is not a multiple employer plan, the answer to your question is yes but you will have to do BRF testing.

It is a qualified employer security if it meets the definition in ERISA 407(e)(1). It basically says that no more than 25% of the outstanding stock may be held by the plan and 50% of the outstanding stock must be held by persons independent of the company. It is my understanding that if a plan is an individual account plan then it is exempt from this requirement. If my memory is incorrect then hopefully someone will correct me.

What do you mean by "option"? Do you mean this is an investment choice or do you mean stock options are listed as an asset of the plan?

I haven't heard anything yet that they will loosen their position.

Anyone have a report that breaks down balances in an investment model by participant?

Is there any operational or regulatory reason that a plan should not allow hardship distributions from other sources besides the deferral source?

Would a plan with a additional formula (above and beyond an enhanced matching formula of 100% on the first 4%) of 0% on the first 4% and 100% on the next 2% meet the ACP safe harbor requirements? Initially I thought it would not but it looks like I have to combine the two formulas together to see if it meets the safe harbor requirements.

A company is going to spinoff from a PEO and start their own plan. Would this be considered eligible to do safe harbor for 2008 since it is a startup or is it looked at as a continuing plan and would have had to have the notice out by 12-2007?

Anything published yet on how the designation is obtained (e.g. exams)?

Maybe I am missing something but if you can save $5,000 in fees (or whatever the fees are) and still get the same contribution, why wouldn't you terminate the plan?

I believe by terminating the plan he can reduce his yearly administrative costs for doing the 5500, etc.

Kim is correct. You can't do that.

Key thing is to check your plan document. Some give an option in the adoption agreement and some don't.

I would say no. Once he can provide you a copy of the medical bill, then he could qualify.

They are always having training classes for users at their office. I would check that out. Also look for the user group that you can join. You can find that on their website also.

As an added note, Bob Doyle with the EBSA mentioned in his testimony about whether or not their should be differences between the permitted disparity language for DB plans vs. DC plans.