"For a 401(k)-style retirement plan to get recordkeeping services at Vanguard (not Ascensus), what size and other conditions must a plan meet? Any anecdotal information would help me."

"In a PEO MEP, we are aware that adopting employer X is going to leave the services of the MEP's PEO sponsor -- sometime in the next 2-15 days. A participant, looking to get ahead of things, has requested a plan loan. The plan document does not allow repayments after separation. Can the plan sponsor deny the transaction on the grounds that repayments will not be able to be made, so the loan isn't in 'good faith'? Or do they have to let it go through and then it just defaults at the scheduled time? I don't have any information about when X is going to move their money out of the MEP, but it's at least 45 days out. Maybe more -- sometimes, they just don't bother moving the old money out (which is a different problem, and not necessarily for today)."

"We've recently had several clients struggle to submit excise tax payments online through EFTPS. EFTPS doesn't seem to be of any help when we call. The Form 5330 is not available when the employer is logged in, nor there there a way to select the specific excise tax section. I tried looking some things up -- does the IRS need to make Form 5330 available for that specific EIN? and then the Employer can see it on EFTPS? Does the employer need to call EFTPS? Should employers be going through enrollment for a business tax account under Direct Pay? Does anyone have any tips? I feel like there is something obvious I'm missing, but I've had a few coworkers go through this as well without any resolution."

"I represent a self-funded group health plan where the following occurred. Due to some type of issue with the Social Security number that was initially issued to an employee, the employee had to request a new number which was issued by the Social Security Administration. The third party administrator is prohibiting the employee from enrolling in the group health plan unless the plan sponsor signs an agreement indemnifying the TPA from any liability resulting from the newly issued SSN. The plan collects premiums and the TPA adjudicates and processes claims. Since neither group health plan coverage nor reimbursements of benefits are subject to federal income tax, this request seems to be grossly unreasonable. Has anyone encountered such a situation like this? If so, and you were successful in not having the sponsor sign the indemnification clause, what arguments did you raise that successfully got the TPA to back down from its stance?"