"Now maybe it is just me, but how is this preferable to using, for example, Penchecks, or Millenium Trust, or whoever? Seems MORE difficult to me, but maybe I'm missing something."

"Preparing a plan to be submitted to the IRS for approval. One of the requirements is that the cover letter summarize how the provisions of the plan are affected by each amendment (related to changes in the law listed in the cumulative list). Any guidance or examples of how this is addressed in a cover letter? Is it a matter of simply attaching the model amendment prepare to address the changes?"

"I have a plan that is a 6/30 year end. For this plan, there is 1 participant that always has 401k reclassed as catch-up to avoid refunds. This has not been an issue in prior year, because he never actually contributed catch-up -- his 401k for the plan year and calendar year was less than the maximum 401k. For the period 1/1/24 -- 6/30/24, he contributed $15,000 and we had to reclass $2,500 as catch-up to avoid refunds. Does this necessarily limit how much we should have limited his 7/1/24-12/31/24 contributions? Is he limited to $12,500 for 7/1/24-12/31/24? If he contributed $15,000, is a refund fo excess deferrals required?"

"A defined benefit plan existed for over 10 years. The only participants were the two shareholders. Each owned 50%. An amendment was executed that froze all benefit accruals and terminated the plan effective December 31, 2023. It is now past December 31, 2024. I know that unless there were reasons for the delay, all assets needed to be distributed by December 31, 2024. In this case, there were no reasons and it is now after December 31, 2024. Question: I would think that as of now (January 15, 2025) we would have an active plan with benefits frozen as of December 31, 2023. Does anyone disagree? agree?"

"I have been told there has been some recent guidance from the IRS (Jan 10 2025?) in Applying Mandatory AE in that to new participants or new hires is not acceptable under the new guidance. Is this true? And if so, what if a plan sponsor has already received an affirmative election by the participant to contribute or decline to contribute? Do they have to go through the process all over again?"

"We read where the penalty on a missed RMD is 10% rather than 25% as long as the missed RMD is paid from the plan within two years. Is this a Self Correction or (if the plan were audited) would the IRS automatically just assess the 10% if they saw it was corrected within two years?"

"[A] potential client asked that since they can do their PS as Roth (not that I'm recommending that!), why can't they do their cash balance as Roth. I didn't have a good answer. I don't see anything about this anywhere, so I'm assuming it's just not a thing. Is the logic that since it's not individual accounts, you can't tax it properly?"

"My plan doesn't not have allocation condition for profit sharing contribution, and employee terminated with less than 500 hours inactive (i.e., current year terminated employees). Whether these employees (HCE or NHCE) should comes under 'Terms with 500 or less hours of service' in excludable employee section or these employees is Non- Excludable employees. [1] If possible explain me with allocation condition, last day rule with 500 hours [2] Only 500 hours allocation condition."

"My plan is having 21 Age, 1 YOS and quarterly entry. PYE -- 12/31/20224. One employee hired on 2020 and not completed 1000 hours on anniversary period and from 2021 to 2023, not having 1000 hours in any of the plan year, but having more than 500 hours in each plan year. He is not a part time employee. Whether we can make him as eligible employee based on LTPT rule?"