A year of service for vesting is 1,000 hours in a plan year. A SALARIED employee worked 5 months and was salaried for 881 hours during that time, but he worked overtime and had actual hours worked of 1,055. Would he get a year of vesting since he actually worked over 1,000 hours? My first thought is yes.

Plan A had uncorrected delinquent employee contributions when the final 5500 filing was prepared in March 2017 due to a merger into a new plan (assume a 1/1/17 - 3/1/17 reporting period). Is there guidance that points to the fact that although this plan is terminated, the uncorrected delinquent contributions still need to be reported on the new plan's 5500 filing?

If an employer qualifies for the Hurricane Irma tax relief extension until 1/31/2018 for 2016 returns, do they also have until that date to adopt a SEP for 2016?

Client has not funded employer contributions to its plan since 2013. He would like to take a loan from his account under the plan and use that money to fund the plan. The kicker is that he has already defaulted on a prior loan. The loan policy could be amended to permit him to take a loan even after a default, and we could include the prior loan and missed interest when calculating how much he can take out to fund the plan. But wouldn't this be a prohibited transaction because it's the employer who already defaulted, and while he may use the money to fund the plan, he might not pay it back again?

If the proposal goes through to eliminate 457(f) does that affect the following plan design: $50,000 per year, vested in 5 years if continuously employed. Amounts paid out 30 days after vesting. I thought that was just the simple constructive receipt doctrine which is still intact. Eliminating 457(f) I would think does not impact that? Clearly once it is vested it must be paid. I realize that if 457(f) goes away the option for the participant to pay the taxes independently and leave the balances in their deferred is no longer an option (but for practical reasons I've never used that anyway).