"I’ve seen some big recordkeepers ask for information on a participant’s or employee’s gender, with system fields and drop-downs for female, male, nonbinary, or unspecified. An employment-based individual-account (defined-contribution) retirement plan often has no provision that determines a benefit according to the participant’s sex or gender. Yet, I imagine a service provider has other service-related reasons for collecting the information. What are a service provider’s uses for which it’s helpful to know whether a participant is female, male, or nonbinary?"

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"Flexible Discretionary Match, per the document definition the Employer has full discretion over the formula or formulas for allocating (with the exception of the allocation conditions noted in the document). Can the formula exclude a compensation type that is not excluded in the document? For example, the plan only excludes Pre-Entry and Post-Severance leave cashouts Compensation. Can the Employer's discretionary match formula exclude Bonuses? Found several spots that indicated they could exclude Bonuses in the formula, if the match was definitely determinable and that the Administrator and Trustees were aware. Just doesn't feel quite right."