RatherBeGolfing

100%

Same. I think this is quite common for users of all systems.

None to offer, but would love to see some as well.

No, the employee had not met eligibility at the time of termination, so no entry on re-hire. When rehired, there was no eligibility, but terminated again prior to the next entry date.

Agreed. I have had to have this conversation so many times. "But we only give bonuses to the staff, we don't even take one for ourselves, how is this fair???" Well... When you exclude something you only give to rank and file employees, you are taking something away from only rank and file employees.

Ive seen it in past years, but we had a very large sample size. Did it specify name mismatch? Other common mismatches are plan year for short years, and EIN in the year of a change.

This is likely a vendor QC, not EFAST. Is it FTW? I have gotten similar errors and had to mess with punctuation, like one missing period

We are still waiting on the final regs, but the proposed regs say that they get to keep the grandfather status. If a grandfathered plan spins out of the PEP, the plan is "treated" as grandfathered, even though it would have a current effective date. Yes

I prefer the online edition for many reasons. The new UX is nice, though Im still getting used to it. I have been playing around with AskERISA over the last week, I really like what I see so far.

Agreed

I'm such a slacker, I haven't had time to dig into the new guidance. Can we no longer check the last 5500 of the distributing plan and assume that it is qualified as long as it doesn't use code 3C (not intended to be qualified)?

H-4 status allows you to apply for EAD. EAD allows you to get an SSN (the card will say only valid with work authorization or something similar).

Everyone's situation is different, so how they handle these situations may be different. What does your service agreement say? Regardless of the above, don't make your client's problem your problem.

Ah that makes more sense. The answer to your question on final testing is... It depends. From your description, the spun off plan will not accept ongoing contributions, it is created just to facilitate the distribution of assets. I would structure the spinoff documentation in such a way that the "new plan" terminates on inception, there is no activity other than the transfer in and distributions. Final testing would happen in the PEP, transfer assets to the spin off plan, and finally distribute the assets. For 5500 purposes, the PEP reports the transfer out, and the spin off plan reports the distributions.

Yea the SEP part of the question doesn't make sense OP, can you expand on that? Generally speaking, ceasing participation in a MEP/PEP is not a distributable event. A participating Employer / Adopting Employer cannot terminate the MEP/PEP, or their portion of the MEP/PEP. You can spin off your portion of the MEP/PEP though. Your starting point should be to speak with the MEP/PEP provider. They should have information for you.