Compensation: Distinctions with a Difference 2017

FIS Relius Education

Whether designing a cross-tested plan, calculating contributions to a safe harbor 401(k) plan, or ADP testing a traditional 401(k) plan, the compensation definition being used is a critical element. The decision of what compensation definition to use will affect both the cost of the plan and compliance testing. In addition to selecting the appropriate compensation definition, the practitioner must be familiar with the various adjustments that may be made to the compensation definition, as they can save the employer money and affect testing.

In this Web seminar, we explain the different compensation design options, alternatives for different types of contributions, alternatives for compliance testing, permissible adjustments to the compensation definitions, the plan economics of each choice, and definitions for different qualification rules. In addition, we explain the correction options when an employer does not follow the plan terms. The speaker also presents practical steps a practitioner can take to avoid such problems.

Topics include:

• Total compensation alternatives
  
• Safe harbor nondiscriminatory definitions of compensation
  • Adjustments
• Compensation as defined by the Plan document
  
• Compensation options for testing
  
• Economics of plan compensation choices
  
• Compensation for each qualification requirement
  • 415, HCE, top-heavy, 401(a)(4), etc.
• Options for safe harbor 401(k) plans
  
• Correcting compensation errors
  • Missing deferrals
    
  • Missing matching contributions
    
  • Missing nonelective contributions
• EPCRS: Self-correction vs. VCP
  
• Effect of non-safe harbor definitions

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