spencerhastings

That's a really interesting point, FPGuy. I hadn't considered this from a cybersecurity point of view.

Thank you, Larry! That's very helpful.

Hi all. We had a client with a db plan recently ask if they can stop offering new retirees the option to receive pension payments via paper check. Client was also curious as to whether they can convert participants currently in pay status who receive checks to direct deposit. I haven't looked into this yet, but I feel like there's no way either option is permissible. If anyone has considered this issue before, I'd love to hear from you! Thanks.

Thanks, Todd! I really appreciate your input.

Does anyone know when an employee on layoff with recall rights under a CBA is treated as terminated for purposes of a qualified retirement plan? Neither the plan nor the CBA appears to covers this issue. Appreciate any input or sources. Thanks!!

Thank you everyone! I very much appreciate your input.

Background: Client is in the middle of selling a division and will be keeping those employees in it's medical plan for the rest of the year to avoid disruption, thus creating a self-insured MEWA with two employers for this short period. I'm trying to determine the potential risks and requirements of keeping these employees in the plan for the rest of the year under Tennessee law. So far I've found the applicable rules and regulations (Tenn. Comp. R. & Regs. 0780-01-76), but I'm a little confused as to if these regs apply to a two employer MEWA because 1) the regs say they apply to "self-insured qualified" MEWAs and 2) then go on to define a qualified MEWA as consisting of ten employers. Anyone have any insight here? Would really appreciate it - feel like I'm just spinning my wheels at this point.