Madison71 Posted May 10, 2010 Posted May 10, 2010 If I am merging a money purchase plan into a profit sharing plan (Believe it or not....there are still some out there), do you typically freeze it first and then merge?
Madison71 Posted May 10, 2010 Author Posted May 10, 2010 .....additional facts include - the company wants to stop making mandatory contributions to a money purchase plan, is establishing a profit sharing plan and wants to merge the money purchase plan. Do I need to freeze the plan prior to the merger? Thanks!
Bird Posted May 11, 2010 Posted May 11, 2010 Why not simply restate the MPP as a PS? Yeah, that. FWIW we do* typically add a sentence either changing the MP formula to 0% or otherwise saying that accruals are ceasing, and don't forget the 204(h) notice. *"did" - I think they're all gone now Ed Snyder
Madison71 Posted May 12, 2010 Author Posted May 12, 2010 I'm sorry....I need to restate those facts a bit. There is a Money Purchase Plan and a separate 401(k) Plan with discretionary profit sharing plan already in place. Company was contributing to the MPP and the 401(k) plan, but is now looking to merge in.
Jim Chad Posted May 12, 2010 Posted May 12, 2010 FWIW The best approach I found was to freeze the MPP and after it was fully funded, terminate it. I encouraged people to roll to the 401(k) plan but since they all had the option to take the money, all of the Joint and survivor notice requirements went away.
K2retire Posted May 12, 2010 Posted May 12, 2010 FWIW The best approach I found was to freeze the MPP and after it was fully funded, terminate it. I encouraged people to roll to the 401(k) plan but since they all had the option to take the money, all of the Joint and survivor notice requirements went away. A great option if the employer is not concerned about the termination triggering 100% vesting.
Madison71 Posted May 12, 2010 Author Posted May 12, 2010 FWIW The best approach I found was to freeze the MPP and after it was fully funded, terminate it. I encouraged people to roll to the 401(k) plan but since they all had the option to take the money, all of the Joint and survivor notice requirements went away. A great option if the employer is not concerned about the termination triggering 100% vesting. Thanks all - dumb question, but what is FWIW?
GMK Posted May 12, 2010 Posted May 12, 2010 [Thanks all - dumb question, but what is FWIW? for what it's worth (there are no dumb questions)
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