"Employee hired on 05/21/2022 and terminated on 10/25/2022 and has hours of 550 and rehire on 3/17/2024 and 2024 hours is 1023. Plan eligibility condition is 6 month of service with 500 hours consecutive or else, one year of service. Entry Cycle is monthly. Additionally, Rule of parity is not applied. What is the entry date for this employee? Whether we have calculated 6 mos from rehire date and entry date as 10/01/2024 or else need to consider his prior service and determine the shift to plan year and entry date as 01/01/2025."

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"We have a Single Employer Cash Balance Plan paired with a Profit Sharing Plan (effective 2025) as they now have eligible employees to help pass testing. The employer now is looking to join an Open MEP as a Safe Harbor Matching 401K Plan to allow 401k contributions for the HCEs and employees, the MEP provider pairs with their benefits makes all contributions, provides fiduciary services etc. So they are looking to ease their admin burden for regular contributions. My question is can we do any or either of the below scenarios: [1] Cross test the clients portion of the MEP with the Cash Balance plan just as we did for 2025. Then just provide what is needed to pass any requisite testing. [2] Keep the 2 plans active as we did for 2025, and allow the employer to also enter the MEP as a 3rd plan under their control. Pass the testing of the PSP and CB plan together and allow the 3rd Safe Harbor Match 401k Plan to operate in the MEP separately. Are there additional considerations with this outside of the added cost to the employer and ABPT?"