Tom Poje

My first fear was that system was messed up because of non calendar year. But I tried an experiment and it worked fine - the employee I entered receivbed 2 years of service for vesting. So, now you force me to use my brain - shame on you. 2 possible guesses, maybe even a third. 1. does ee have 1000 hours this year? or maybe I should word that, is ees current hours < hours in the grid for vesting. This would duplicate results you stated. (2 years participation, but only 1 for service. 2. Is exclude years of service for vesting before plan started? I wouldn't expect this unless you said everybody with 2 years was showing with only 1 year of service for vesting. 3. possibly valuaton date in specs is not set to end of year. I think you could actually run things this way, and it wouldn't be a problem, but when all else fails. I am more concerned that someone in support said you have to work 12 months the first year to get credit. NO, they are wrong, and I will tell them so. Someone is sadly misimformed.

If takeover plan, answer 'credited years of service' as "half years credited" This option only works if participant's years of service = 0 to start with. when you run eligibility, system will give participant 1 yr of service if he worked at least 1/2 year. system will credited an additional year of service for every year following (excluding current year) that sounds like what you want. DO NOT USE this option for takeover employees who terminated in a prior year!

lets pretend the money purchase plan is 5% of pay. lets pretend the profit sharing is 10% of pay, integrated at 5.7%. The software I use (and I imagine all software) should allow you to run this as 15% of pay, integrated at 5.7%. Once you have determined the compensation, turn off the ideal salary function and run as two separate plans. It gets a little trickier if client insists profit sharing by set $ amount, but the same concept applies. Run the plans together as an initial step. If you really want fun, make the profit sharing plan age weighted! I've managed that, but its a lot easier if its 15% in the profit sharing.

The defaulted loan is treated the same as a distribution, so you would count it for five years. (Either from determined date of distribution, or if earlier, from employees date of termination) The match contribution gets counted, but depending on whether it is a required match or discretionary can effect your answer. see 1.416-1 Q & A T-24 "a defined contribution plan not subject to section 412 minimum funding requirement needs to include only contributions deposited before the end of the determination year" If match was discretionary, I would assume it was deposited after the end of the year, and since it is not subject to minimum funding, I would hold it does not get 'counted' the 'first' year. Normally it wouldn't make a difference, but if you are close to 60% anything is possible.

You can run all types of cross tested plans on Quantech - super-integrated or by class. The nondiscrimination module will perform all the tests. it is a little weak if you desire to group accrual rates, but other than that works fine. It is windows based, the help notes could be better, but I have my own help notes that I have shared with others.