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Showing results for tags 'subsequent eligibility comp period'.
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I have a plan that has quarterly entry for participation. (no age requirement) The plan excludes Part -time, Temporary, and Seasonal employees. In the Corbel document, 1,000 hours of service was used to describe the PT, temp, and seasonal employee. Here is my dilemma, because the plan has only the Qtrly entry requirement, the Subsequent eligibility Computation Period was not completed. Plan year and Anniversary year are the common choices. If an excluded employee would happen to not work the 1000 hours for the next year, that's fine, they would not become eligible. But what subsequent eligibility comp period do I track next? I cannot find anything in the master plan to default to plan year or anniversary year. The plan needs to choose plan year or anniversary. Am I missing another provision in the document that might clear this up?
