"The previous TPA during 2024 paid out a participant from a pooled plan $11,000 plus over what he had in his account balance as of 12/32/2023. Fix?"

"I recall a post regarding a DB Plan short plan year, mentioning that if the amendment for the short plan year did not mention anything re prorating or giving an accrual for the short plan year than there are no benefit accruals for the short plan year. [1] Is this correct. Or must the amendment state clearly whether there are or that there are no benefit accruals f93r the short year? [2] If there are no accruals must a 204(h) notice be provided to the participants, as the plan is not frozen? [3] Can one plan amendment include two amendments to the plan, or must a separate amendment be drafted for each plan change. For example in the amendment that changed the plan year, it will also include a second amendment to the plan that the retirement age will be amended for the following plan year, and that the benefit formula will be changed for the next plan year. Or must these 3 plan changes have a separate amendment drawn up for each change?"

"Merger document says Plan B merged into Plan A as of 12/1st 2024. The money from Plan B's provider was wired over to Plan A on January 15th. [1] My personal 'best' interpretation here is that Plan B no longer exists on 12/1/2024. The merger agreements say that Plan B is now a part of Plan A. To me that means the money held by the Plan B provider is now a part of Plan A. [2] The other interpretation is that in spite of the fact that the merger agreements indicate that Plan B is now part of Plan A, that that's not really so because the assets have not yet moved. So I continue to file 5500's (and in my case get an audit) for Plan B until the assets are down to zero. Thoughts?"

"Terminated participant receiving RMD's passed away with no surviving spouse. His daughter is handling his affairs but was never specifically set up as a beneficiary. Can she be treated as a Designated Beneficiary? FWIW, the account balance is under $1,000."

"I'm exploring project tracking software options commonly used in the 401(k) industry -- specifically PensionPro and PensionPal -- and would really appreciate some insights. I have a few questions I'm hoping to get thoughts on: [1] From your experience, which platform is more convenient and user-friendly for daily operations? [2] What is the typical training curve for new users? How long might it take for a team to get fully comfortable using it? [3] What are the estimated pricing models -- ideally per user, per year? [4] Are there any strong alternatives worth considering in this space? [5] Are there any potential drawbacks or limitations I should be aware of before committing to one? Any knowledge or experience sharing would be extremely helpful."

"A client maintains, as part of its health plan, a healthy lifestyles program. This program provides reimbursements to participants and their dependents for vitamins, non-medical nutritional counseling, gym memberships, massage therapy and weight management, among others. The program's administrative services provider was recently changed and it has been issuing reimbursements of expenses incurred by adult dependent children directly to the children rather than the participant. When questioned about their rationale for this practice, the provider claims that [ACA] regulations require that the reimbursements to such individuals must be made payable to adult dependents instead of to the member participant.

"My understanding is that the ACA mandate merely requires a group health plan to extend coverage to a child until s/he attains age 26. There is no requirement stated in the provisions of the Code, ERISA or the PHSA that was amended by ACA (or their underlying regulations) requiring that such reimbursements be paid directly to the adult dependent child. As an analogy, for a married couple, if the spouse of a participant incurs medical expenses, the reimbursements are paid to the participant and not to the spouse. Do you agree with my understanding?"