Jakyasar

As long as the plan document allows it, why not?

Great, faaaar less complicated. Just watch for the document's distribution provisions e.g. in service and things like that.

I think the term describing the actual CV to be distributed is interpolated terminal reserve (if my memory serves me right) and yes it has to be done under RP 2005-25 - written to avoid springing cash values, ahhh the good old days. Remember that, it is a distribution and subject to whateevr the plan states like spousal consent, any QJSA requirements etc etc etc. Assuming that this is a DC plan, right? If a DB, far more complicated.

Addendum, permissively disaggregated may not require gateway, just remembered. All my plans I work on are all top heavy and require to be aggregated for testing, no option there. So my posting applies to my plans specifically. Just FYI

I was just at ASEA and asked on the podium. The general response was that if anyone gets a top heavy (in my case already getting 3% NESH), they get gateway which I always provide (hopefully I did not misunderstand). But never more than the gateway unless need them to get additional under 11-g which is almost going to be a moot point due to the new amendment rules coming up i.e. can adopt an amendment retroactively to prior year by the due date of the sponsor tax return including extension (this was discussed on the podium). One advantage of 11-g is that you have an extra month for s-corps and partnerships (c-corps and sole-props extended is 10/15 aka 11-g due date anyway) Again, this is only for participants who worked over 1000+ hours. My software agrees with me also. FWIW

Testing together

Hi CB/DC combo, cehcking something resuklted by sofftware. DC has 401k deferral+NESH+PS 401k+SH eligibility age 21 and no service i.e. immediate entry (this was amended to be effective in 2022 and on - prior was 1 year wait) PS portion eligibility age 21, 1 year service after 1000 hour service with dual entry PS allocation 1000+ hours and last day CB eligibility age 21 and 1 year service after 1000 hours and dual entry Overall gateway is 7.5% ow which 3% comes from NESH Q1: EE hired on 8/15/2021 and active as of 12/31/2022 - works 40/week - does this employee get a PS allocation under gateway requirement? Q2: same as Q1 except EE terminated 10/31/2022 - does this employee get a PS allocation under gateway requirement? Q3: same as Q1 except EE was hired on 7/5/2021 and active as of 12/31/2022 - does this employee get a PS allocation under gateway requirement? Thanks

I had all my clients retain a real estate agent (someone reputable and not family related) and provide a formal appraisal, nothing like "well, I think it is worth so and so". It was all provided on official letterhead, FWIW. Sometimes nothing is good enough but this was better than nothing. When clients provided their own estimates, I did not accept it. They grumbled about the fees for an appraisal but at the end of the day, they understood that upon an audit, a formal appraisal was much more acceptable so they did it. The moral of the story, do not have RE in the plan (together with life insurance 😀)

And be consistent i.e. do not flip flop from cash to accrual or vs every year. Check what was done int he past.

As a person who have dealt with RE in DB plans, always refer to an ERISA attorney as there are so many things that can go wrong especially when it comes to expenses. Also, spending 1.5M does not necessarily increase the property value by 1.5M so could generate a loss (or a tremendous return). I am assuming you are not worried about overfunding/losses as the total expenses between purchasing and renovations add close to 2.9M. Also, what will happen to the RE once the plan is closed (RE belongs to the plan and not to individual)? The plan sponsor may not necessarily purchase for their own use (attorney question) Just my 2 cents (and a few additional unsolicited cents) based on experience.

Hi DB plan effective 1/1/2021. Owner was 73 years old in 2021 and the vesting was 100% as of 12/31/2021. Plan was not signed till July 2022. So, when is the RMD due? Thanks

I think I agree with the 12/31/2023 date. As to how to get the RMD in a terminated plan and without any election is some something I am not sure Will continue researching. So unnecessarily complicated.

He turned 73 in 2023 and became 100% vested in 2023. RBD is one the questions I am asking for.

Fiscal cash balance plan. 6/30 year end. Plan terminated 6/30/2023. Spouse of owner participant is required to get first RMD due to becoming 100% vested as of 6/30/2023+attaining age 73. He has only 3 YOP so was vested in year 3 which ended on 6/30/2023. There is a possibility that the distribution will be postponed to 2024 as there is a contribution due. 1. When in the first RMD due 12/31/2023 or 4/1/2024 (or prior if distribution done earlier) 2. If due 12/31/2023, because the plan is in termination status, can the RMD be calculated based on account balance? Thanks

I would not know about the invoices but I have been told that the client did not want the 2021 work done but now desperate for 2022 deduction.

SB was not prepared/signed and I am not talking about amended return, just late filers. Thank you

One option I got is that better to file with the $500 late filing fee as the most conservative approach. This was by an ERISA attorney. There is no right/wrong way of doing this as no corrective measures are provided, ay least none that I could fine. I am not sure if I agree with thepensionmaven as not signing the SB timely possibly considered a late filing, IMHO. It is not an amendment in any form, again, IMHO. I simply did not deal with this particular client so anything from this point is a discussion in theory.

But the law says for plan years beginning after 12/2/2022 and I do not believe it makes a difference if new or amended plan. The sole prop does not have a deferral agreement signed by 12/31/2022. Just playing the bad TPA here (cop?)

Thank you but will use it as last line of defense and after giving the client the option.

A new one for me Client has an existing fully funded DB plan. For 2022, I was told that the schedule c income would be 60k. Suggested a new 401k set up for 2022. Did so and deposited full deferral prior to 12/31/2022. I just got the net c and it is $600 (thankfully db has no required contribution). So, now have a 27k deposit as of 12/31/2022 but no income to support it. What to do?

Tom Thank you for your input. If I understood correctly, for 2022, could still set up a new plan in 2023 but the plan year had to start on or after 12/29/2022 for 2022 deduction. This was discussed on this platform before but I am not remembering the exact details (sorry do not have time to check this week). I think it may have been for a short plan year.

Correction above "there is a law stating otherwise" Belgarath, I read it the same way you do but it what IRS says contradicts section 317. I do not read it any other way. I do not even accept as an interpretation. They may come up with an additional guidance. I am just making noise here and see if I am actually misreading all.

Interesting, there is a low stating otherwise. I do not have any of these nor will accept IRS' point of view but that's me. I did set up a 2022 DC plan for a sole-prop recently and 401k is effective in 2023. I will also check this out with an ERISA attorney and see they will say.

I am curious, no one is taking a shot at this.

This was just released thru BL today. Issue Snapshot — Deductibility of employer contributions to a 401(k) plan made after the end of the tax year | Internal Revenue Service (irs.gov) Not a 401k expert. Example 5 is an interesting one, is it correct though? SECURE 2.0 section 317 states for plan years after 2022. What am I missing here? Thanks