Looking for 412(i) Plan TPA for a 1-person plan (me) -- Thanks, Ray J. Jr.

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If a plan excludes those who work less than 20 hours/week as ineligible to make deferrals and the match requirement is a year of service (no hours), would those who work less than 20 hours/week be excluded from the 410(b) test for the matching even if they have more than a year of service?

Any legal issues with an employer policy that pays employees full pay when they take intermittent Family and Medical Leave, but no pay for employees taking continuous FML?

I am trying to find a table that would come close to a rate for a very, very old governmental plan (which was using an insurance company annuity rate of about $130 F/$112 M age 65 -- interest would be 6.5%).

My employer is closing our 401k Safe Harbor account 8/31/2019. As of yet they have given no written notice of this and also indicated they would not be required to make the 3% contribution for the year. Is this correct ?

I work on a mid-sized DB plan that generally doesn't pay lump sums, but has opened up a lump sum window until the end of the year. One terminated participant, who would like to take the lump sum, was born on 7/1/1960. Therefore, he will be 59-1/2 years old on 12/31/2019. If his distribution is not processed until 12/31/2019, can he avoid the early withdrawal penalty?

An alternate payee is ready to take her QDRO distribution out of Nationwide. Part of the money she received from her ex-spouse is Roth money. There is no prohibition on her rolling the entire Roth balance out, correct? She's either rolling everything to an IRA or to another 401k plan.

I have a QDRO that pays a specific dollar amount plus gain/loss through distribution date. Can the participant specify the fund he wants the alternate payee to be paid from, or does it have to be pro-rated across all funds in his account?

Anyone offer 3(16) services as a TPA? What details can you provide with regard to experiences?

Can an employer sponsor a 401(k) and a SEP at the same time? Only 3 employees plus owner (who gets no compensation except health insurance reported on K-1 as guaranteed payments). One employee long-term, other two employees less than 3 years service. Owner wants to reward long-term employee but doesn't want to create big taxable income for him, so considering doing a SEP contribution. Long-term employee would meet 3-of-5 years eligibility but other two employees would not for the current year.

I have gotten loans in the past and haven't had any problems, but last week I tried to get a loan to try to pay off credit card debt and the 401(k) company says "hardship" only. Clearly in my addendum it says there are no restrictions on my policy (no hardships). Can they do that?

Participant is older than 70-/12 and is still working. The plan only allows withdrawals with an RMD, so if they take a withdrawal this year they will also take an RMD. If they take a withdrawal + RMD this year, and continue working next year but don't take any withdrawals next year, will an RMD be required next year? Are the RMDs permanently triggered?