"Assume a contribution was made to a DB plan in excess of the 404(o) limit in December 2023. The contribution was made prior to the end of they plan year so it cannot be attributed to the 2024 plan year. The plan now has a nondeductible contribution in the plan. After electing the 4972(c)(7) exemption from excise tax on the nondeductible contribution, the contribution will be able to be deducted in the following year. My question is, does the nondeductible contribution get reported on the 2023 5500 or on the 2024 5500?"

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"I work for an organization where we implemented a policy to increase the employer contribution to people's 401K the longer they are at the org. We're trying to change our 401K to our PEO's 401K, and they said they can't implement this policy BUT they can do 'a cross-tested PS formula. This wouldn't exactly be a tiered option based on years of service, and the gateway minimums for a cross-tested PS formula would still apply. This is the closest option available.' I have no idea what this means, or how I can use it for longevity. All my googling implies that cross-tested plans *may* have to do with people's ages, but also may not?? I can't find a simple definition of what this is, and how one can use it (and can I use it for our longevity policy)?"

"I have a small 401(k)/SH Match plan with two K-1 partners. One is a general partner (GP) and doesn't contribute to the plan, and the other is a limited partner (LP) who does contribute to the plan. They have a handful of W-2 employees as well. The SH Match is a year-end calculation. I finally received the 2023 K-1 (Form 1065) from the accountant for the LP (which is already final and filed) and am trying to calculate his eligible plan compensation. On the K-1, Line 14 equals guaranteed payments (line 4a), and according to the accountant the guaranteed payments were for services provided to the partnership, so all would be considered subject to SE tax. The K-1's are final as I mentioned, and they plan on claiming the deduction for the 2023 SH Match contributions in 2024. So, I have a few questions. First, even if they would be deducting the 2023 SH match in 2023, given that the LP would never share in any gains/losses because their only taxable income is from Gtd Pymts, would we need to deduct their 'share' of the W-2 employees' SH match from their Line 14 number before calculating their eligible plan compensation? Does your answer change since they are not deducting until 2024? And also, would we need to do the circular calculation for their share of the SH match for the same reason (only Gtd Pymts)?"

"In the situation where you have a control group that use one plan.... It seams to reason that each company pays the contribution required for it's own employees.... right? I'm talking a straight forward 3% SHNEC. Can Company-A pay Company-B's 3% SHNEC?"