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Showing results for tags 'receivable'.
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I have been asked by a prospective client how the $5,000 force out limit applies to a terminated participant who will receive an additional allocation that will bring the balance over $5,000. For example, assume the participant terminates employment July 9 with a balance of $4,750. But the plan makes a profit sharing contribution after the end of the plan year. The participant will receive an additional $600 at that point, which would bring the account balance to $5,350 (assuming no change in the investment balances). Knowing that many record keepers automate this process and would process the distribution before the end of the year with no way to anticipate a contribution receivable, I'm curious what the potential liability to the plan sponsor might be, if any. Does the answer change if the termination or distribution occurs after the end of the plan year? Or if it is a required contribution, such as a safe harbor other fixed contribution?
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Quick question: We reconcile our plans on an accrual basis for Form 5500 SF reporting. Because of this we end up with receivable contributions from one year to another, typically due to pending payrolls. We have had a question come up because of this. Our sponsors will mark a payroll file (for example) as the payroll period 12/01/15 to 12/31/15, with a pay date of 01/15/16. The payroll is then processed when given to us, say 01/16/16. Would you mark this payroll as a receivable contribution for 2015 because of the pay period OR would you leave it off of the 2015 plan year because of the actual pay date to ppts of 01/15/16? Advice is appreciated, thanks!
