ratherbereading

The office manager in a plan I administer (profit sharing/3% safe harbor) wants to be become an independent contractor paid via a 1099 instead of a W2 employee. Nothing in her job would change, just the way she is paid. I know this would make her no longer an employee, and she would no longer be able to participate in the plan, but not sure how to advise her on the myriad of other things it could affect. She is also the HR person, so I can't refer her to the HR dept.

"Dear" isn't like the word Darling. It's a business convention—the way we open a business letter, even if we don't like the person. Similarly, "Sincerely yours" is the convention we use to close a letter, even for someone we have never met and to whom we definitely do not belong.

If you can't tell, go with "Dear Shan". That always works! Or, Google and see if you can find out more info.

Best wishes on your retirement. My mom is 98 1/2 and in good health. I have a few years till retirement--will be so glad to be out of this racket. Enjoy your time with your mom!

We have just started doing so. It's working out well so far, but it's only been a couple of months.

What does the plan document say? Ask your employer for the Summary Plan Description if you don't have one already. I do have a couple of plans who allow loans only for hardship reasons. Or maybe the plan doesn't allow for loans at all. Good luck!

Thank you!

An alternate payee is ready to take her QDRO distribution out of Nationwide. Part of the money she received from her ex spouse is Roth money. There is no prohibition on her rolling the entire Roth balance out, correct? She's either rolling everything to an IRA or to another 401k plan.

Yes they do.

We use Relius and I am pretty sure the participant counts are all at zero when we roll the plan to the new year...But yes, I add new entrants to the participant count.

No, our compliance department does not use the DOL calculator if they are not filing a VFCP application. They are adamant that this should not be done.

A plan that does not annually allocate forfeiture amounts may jeopardize its qualified plan status. Can you allocate it to eligible participants?

Our compliance department uses a formula using plan level amounts/contributions/etc.

Just a note, our compliance department does not use the VFCP calculator unless the client wishes to correct under VFCP.

What Bird says and while switching to another payroll system may not be their preferred choice, I'm sure it can be done.

The TPA I work with has extensive experience with combo DC/DB plans. We have 4 offices in the Northeast. We have several actuaries on staff. PM me if you would like details-

I believe that they have until the time of filing their tax return to make the deposit and claim the deduction. I have a few plans where they do that for the partners.

We are paperless. Maybe I should clarify -- we keep our emails in online folders - we use Sharepoint. So it's up to the administrators, staff, etc., to keep important emails. They are deleted after 1 year from our Outlook - not our actual online files. Although I'm sure even deleted ones could be retrieved.

Lol won't happen. One of the best TPAs in the Northeast.

They are automatically deleted. No archiving.

Welcome!

Yes. If you read the instructions for the 5500 re late deposits it actually says they need to be reported until the year after the violation has been corrected. The correction includes late earnings deposited.

The TPA for whom I work deletes after one year.

The owner of the tpa I work for does not, neither do the several ERPAs that work in the tpa-

Thanks! That's what I did but wasn't sure that was correct-