THE LIFE OF A PLAN CASE STUDY Acquisitions. Charles D. Lockwood, J.D., L.LM ASC
|
|
- Joleen Robinson
- 5 years ago
- Views:
Transcription
1 THE LIFE OF A PLAN CASE STUDY Acquisitions Charles D. Lockwood, J.D., L.LM ASC 1
2 Charles D. Lockwood, J.D., L.LM ASC Charles D. Lockwood, J.D., and LL.M. (Taxation), has over 20 years experience in the employee benefits field. Charles is currently a principal with the ASC Institute (ASCi). Prior to joining ASCi, Charles was a principal with the pension consulting firm Global Benefit Advisors, LLC (GBA). Prior to entering private consulting, Charles worked in the Employee Plans Division in the National Office of the Internal Revenue Service (IRS) as a Tax Law Specialist. Charles also was a Vice President with Pension Publications of Denver, Inc. (PPD) and a senior consultant with the benefit consulting practice of Coopers & Lybrand. 2
3 Case Study Assumptions 3 rd of a six part case study going through a sample life of a retirement plan (setup, testing, acquisition, corrections, cash balance and termination) The current IRS limits for 2016 will be used for all of the case study sessions Not focusing on the choice of investment provider or recordkeeper but will assume non-bundled TPA platform 3
4 The Initial Test Subject Sample Company, LLC LLC taxed as a partnership with husband and wife 50/50 members Started with a SIMPLE plan (match) because advisor buddy said it would be easy to have a plan with no costs Committed to the idea of having a plan Successful years prompt their CPA to encourage them to find a way to shelter more income from taxes 4
5 Plan Design Sample Company, LLC amended plan into safe harbor 401(k) plan with 3% SH nonelective contribution on a maybe notice Plan permits employees to make both pre-tax salary deferrals and Roth deferrals Plan also provides additional ER contribution that will be cross-tested with each participant in his/her own benefit group and no accrual requirements Eligibility will be 60 days/age 21/1 st of month entry on deferrals and 1 year/21/dual entry for ER contributions 2/20 vesting Age 59 ½ distributions, safe harbor hardship withdrawals and participant loans allowed 5
6 Sample Co. Census Eligible Comp Date of Birth 401(k) Deferrals Catch-Up Deferrals Safe Harbor 3% Employer Contribution Robert 246, /14/ , , , , Beverly 246, /6/ , , , , Jim (s) 70, /16/1984 7, , , Sara (d) 25, /24/ Eve 48, /13/1955 4, , Clara 55, /12/1981 3, , James 41, /16/ , Terry 10, /3/1974 1, Carrie 66, /27/1974 1, , , Sally 42, /7/ , Steve 40, /17/ , Kia 8, /2/ Alex 30, /9/ Mary 55, /4/ ,
7 Mergers and Acquisitions Among most complex areas of plan administration and compliance Many questions, few answers = waiting for IRS guidance Difficult testing issues can arise where you have a merger or acquisition Company transactions that can affect qualified plan Asset sale Stock sale Merger 7
8 Asset Sale Seller Assets EEs Buyer After sale Seller may continue to maintain plan or terminate plan Plan may be transferred to Buyer as part of sale Many times the plan is not considered in sales agreement 8
9 Stock Sale Parent P Sample Co. Subsidiary Y Subsidiary Y Subsidiary Y continues to exist after sale 9
10 List of Issues Crediting of service for eligibility/vesting Will new employees participate immediately in buyer s plan? Is a plan amendment needed to cover new employees immediately? Coverage / nondiscrimination testing Determining HCEs Plan contributions Plan distributions / successor plan Protected benefits Plan loans 10
11 Due Diligence Plan documents / interim amendments Summary plan description Favorable IRS letters Most recent Form 5500s Board Resolutions Participant notices Discrimination tests Contribution reports 11
12 Due Diligence Interests of buyer and seller are usually in conflict = Seller generally wants to limit responsibilities after sale Buyer may want Seller to retain responsibility for winding up existing plan and avoid liability for Seller s obligations Buyer may want Seller to warranty that: Seller has complied with ERISA, Code, and other laws No breaches of fiduciary duties or prohibited transactions All contributions (including deferrals) have been made to plan 12
13 Severance of Employment Many issues can be answered based on whether EEs have severance of employment Determination is based on whether EEs are still working for company maintaining plan If have severance of employment = treated as new EE Different analysis applies depending on whether sale is asset sale or stock sale Need to know what will happen to plan after acquisition 13
14 Severance of Employment = Asset Sale What will happen to plan after acquisition? Seller retains plan or Seller has no plan Buyer maintains Seller s plan o May want to include in purchase agreement that Seller remains liable for any qualification failures o Purchase agreement should cover division of responsibilities regarding contributions and reporting requirements Plan merger o Merged plan would take on any taint from prior plan Plan termination o Seller may terminate plan before or after acquisition o Termination creates distribution options for participants 14
15 Severance of Employment = Asset Sale If Seller retains plan after sale or has no plan = severance of employment Buyer is treated as new ER and EEs who go to work for Buyer are treated as new EEs If Buyer takes over sponsorship of plan or merges Seller s plan into Buyer s plan EEs who go to work for Buyer do not have severance from employment Buyer is treated as same ER with respect to Seller s EEs who are transferred to Buyer 15
16 Severance of Employment = Stock Sale Since EEs continue to work for same ER after sale (only change in controlled group) = no severance of employment Generally, plan will continue to be maintained by sold company since continues after sale = EEs do not have severance of employment even though in new controlled group Exception applies if purchase subsidiary of parent and parent maintains plan before and after sale Parent P ER X Sub Y plan Sub Y 16
17 Severance of Employment = Stock Sale Since EEs continue to work for same ER after sale (only change in controlled group) = no severance of employment Generally, plan will continue to be maintained by sold company since continues after sale = EEs do not have severance of employment even though in new controlled group Exception applies if purchase subsidiary of parent and parent maintains plan before and after sale Parent P plan ER X Sub Y Sub Y 17
18 Case Study Effective March 1, 2016, Sample acquires ABC Co. ABC maintains a traditional 401(k) plan that provides for matching contributions and deferrals. Fact Pattern #1 = Sample buys the assets of ABC. ABC retains the plan after the sale (or has no plan) Fact Pattern #2 = Sample buys the assets of ABC. Sample takes over the plan of ABC after the sale Fact Pattern #3 = Sample buys the stock of ABC. ABC continues to maintain the plan after the sale Fact Pattern #4 = Sample buys the stock of ABC. ABC does not maintain plan 18
19 ABC Co. Census Eligible Comp Date of Birth 401(k) Deferrals Catch-Up Deferrals Match Bill 265, /1/ , , , Dawn 265, /9/ , , , Joe 250, /8/ , , Sally 200, /10/ , , Bob 60, /16/1984 6, , Mary 50, /24/ Claire 48, /13/1965 4, , John 45, /12/1981 2, , Laura 41, /13/ Flo 10, /3/
20 Eligibility to Participate When are ABC EEs eligible to participate under the Sample plan? Crediting service with prior ER is mandatory if maintaining plan of predecessor ER = no severance of employment o Plan should be drafted to automatically count service Crediting service with prior ER is voluntary if not maintaining plan of predecessor ER = severance of employment o Plan amendment may be required for EEs to begin participating in Buyer s plan 20
21 Eligibility to Participate Fact Pattern #1 = Asset sale, ABC retains plan Service with ABC does not count under Sample plan = severance of employment Sample needs to make decision whether they want to cover ABC s EEs o If they want to cover ABC EEs immediately i.e., give credit for service with ABC = should amend plan before transaction to allow EEs to begin deferring immediately in Sample plan o If they want to exclude ABC EEs completely = would need to amend plan Some plans provide for exclusion of EEs in Code 410(b)(6)(C) transaction = may require plan amendment if want to cover those EEs 21
22 Eligibility to Participate Fact Pattern #2 = Asset sale, Sample takes over ABC plan Service with ABC counts under Sample plan If Sample will be maintaining separate plans, Sample should amend both plans to exclude EEs not covered in each plan o Should amend plans before sale occurs If merging plans together or transferring assets into Sample plan, ABC EEs will automatically receive credit for service with ABC = no amendment required 22
23 Eligibility to Participate Fact Pattern #3 = Stock sale, ABC continues plan No severance of employment since EEs continue to work for company maintaining plan Do ABC EEs participate in Sample plan? o Depends on plan design = many plans require controlled group members to adopt plan o Some plans cover all EEs of controlled group = would need to amend plans to cover appropriate EEs Need to make decision how going to maintain plans after sale o If separate plans for each entity = make sure no duplicate coverage o If going to merge plans = can do so within transition period without having to run coverage test o If going to terminate Seller plan = may want to do so before sale occurs to allow for distribution of deferrals 23
24 Eligibility to Participate Fact Pattern #4 = Stock sale, ABC does not have plan No clear guidance regarding crediting of service. One argument = count service with ABC since no severance of employment because working for same company after sale Alternative argument = do not count service with ABC since not still working for company maintaining plan have severance of employment o Hard to argue since EEs are still working at same company/job after sale 24
25 Vesting Vesting Is any additional vesting required as result of sale of company? Fact Pattern #1 = Asset sale, ABC retains plan o EEs have severance of employment but no additional vesting required (unless ER terminated plan) o Be careful if have a partial termination that requires full vesting of all affected participants o Sample needs to amend its plan if it wants to credit service with ABC Fact Pattern #2 = Asset sale, Sample takes over plan of ABC o No severance of employment so no additional vesting o Sample must credit service for vesting under its plan Fact Pattern #3 / #4 = Stock sale o No severance of employment so no additional vesting 25
26 Coverage/Nondiscrimination Testing How are Sample and ABC plans tested for coverage and nondiscrimination after acquisition? Special transition rule applies when there is a change in related group due to an acquisition or disposition o If plan satisfies coverage at the time of acquisition or disposition = deemed to pass coverage during the transition period Transition period - year of transaction and following plan year Cannot be substantial change in plan coverage (other than direct result of merger/acquisition) o Can plan be amended after acquisition without eliminating transition period 26
27 Example Sample Company 2 HCEs, 12 NHCEs (3% SH contribution) ABC Company 4 HCEs, 6 NHCEs (Match / deferrals) Effective January 1, 2016, Sample Company purchases ABC Company. ABC Company maintains a traditional 401(k) plan that provides for matching contributions and deferrals. Do plans satisfy coverage / nondiscrimination? Fact Pattern #1 = Asset sale, ABC retains plan o Plans are deemed to satisfy coverage during transition period o Transition period applies for 2016 and 2017 plan year o Sample Plan deemed to satisfy coverage during transition period. Presumably could amend plan to include ABC EEs. Plan satisfies SH requirements 27
28 Example Sample Company 2 HCEs, 12 NHCEs (3% SH contribution) Effective January 1, 2016, Sample Company purchases ABC Company. ABC Company maintains a traditional 401(k) plan that provides for matching contributions and deferrals. Do plans satisfy coverage / nondiscrimination? Fact Pattern #2 = Asset sale, Sample takes over plan of ABC o Both plans deemed to satisfy coverage during transition period. Each plan tested separately for nondiscrimination. Presumably could amend plan to exclude EEs under other plan. Sample plan satisfies SH requirements and separate ACP for ABC. Fact Pattern #3 = Stock sale o Same as Fact Pattern #2 ABC Company 4 HCEs, 6 NHCEs (Match / deferrals) 28
29 Example Sample Company 2 HCEs, 12 NHCEs (3% SH contribution) ABC Company 4 HCEs, 6 NHCEs (Match / deferrals) Effective January 1, 2016, Sample Company purchases ABC Company. ABC Company maintains a traditional 401(k) plan that provides for matching contributions and deferrals. Do plans satisfy coverage in 2018 (assuming no change in census of either company? Sample plan (ER contributions / deferrals) = 12/18 (66.67%) / 2/6 (33.33%) = 200% (passes) ABC plan (match/deferrals) = 6/18 NHCEs (33.33%) / 4/6 HCEs (66.67%) = 50% (fails ratio test) 29
30 Example Sample Company 2 HCEs, 12 NHCEs (3% SH contribution) ABC Company 4 HCEs, 6 NHCEs (Match / deferrals) Do plans satisfy coverage in 2018 (assuming no change in census of either company? If ER maintains more than one plan may test each plan separately for coverage and nondiscrimination o If satisfy coverage separately = must run separate 401(a)(4) tests May permissively aggregate plans = if aggregate for coverage must aggregate for nondiscrimination o May only permissively aggregate if plans are using same plan year o Can only permissively aggregate qualified plans = cannot aggregate SH 401(k) plan with non-sh 401(k) plan 30
31 Example Sample Company 2 HCEs, 12 NHCEs (3% SH contribution) ABC Company 4 HCEs, 6 NHCEs (Match / deferrals) If both plans satisfy coverage can test plans separately for nondiscrimination Why is that important? Can test plans separately = Sample Co will be able to satisfy SH requirements Do not have to worry about different benefits, rights and features If necessary can run average benefits test to demonstrate separate plans satisfy coverage 31
32 Merger of Plans If ER decides to merge plans = special issues can occur, especially if merger occurs mid-year Timing of deferrals = when will Seller EEs begin participating in Buyers plan How will Buyer enroll Seller EEs in Buyer plan o What will happen if cannot enroll Seller EEs right away? If merge plans = lose transition rule? Can run coverage / nondiscrimination tests as if one, two or three plans in year of merger How are plans tested for coverage/nondiscrimination if plans merged during plan year? 32
33 Merged Plans Plan 1 Plan 2 Plan 1 & 2 Plans are merged on October 1, How should plans be tested for nondiscrimination? 33
34 Merged Plans Plan 1 Plan 2 Plan 1 & 2 Plans are merged on October 1, How should plans be tested for nondiscrimination? 34
35 Merged Plans Plan 1 Plan 2 Plan 1 & 2 Plans are merged on October 1, How should plans be tested for nondiscrimination? 35
36 Merged Plans Plan 1 Plan 2 Plan 1 & 2 Plans are merged on October 1, How should plans be tested for nondiscrimination? 36
37 Merged Plans Plan 1 Plan 2 Plan 1 & 2 What if plans are on different fiscal years (e.g., Plan 1 is October 1 and Plan 2 is December 31 year end)? New plan will use December 31 year end. 37
38 Merged Plans Plan 1 Plan 2 Plan 1 & 2 What if plans are on different fiscal years (e.g., Plan 1 is October 1 and Plan 2 is December 31 year end)? New plan will use December 31 year end. 38
39 Merged Plans Assume Sample merges plans effective January 1, 2016 and runs ADP test using prior year testing. How is ADP test performed? Coverage change which results in more than one prior year subgroup = must use weighted average of NHCE ADP for prior year How would answer change if instead of a merger = plan is spun-off from prior plan? 39
40 ADP Test = Weighted Average Applies when using prior year testing and have coverage change during year resulting in more than one prior year subgroup NHCE ADP = Sum of adjusted NHCE ADPs Adjusted NHCE ADPs = NHCE ADP x NHCEs in prior year subgroup _ total NHCEs in all prior year subgroups Gives greater weight to ADP of plan with more NHCEs 40
41 Coverage / Nondiscrimination Seller plan covered 100 NHCEs. The ADP of the NHCEs for the prior year was 3.3%. Buyer plan covered 200 NHCEs. The ADP of the NHCEs for the prior year was 2.7%. The adjusted NHCE ADP for Seller plan is 3.3% x 100/300 = 1.1%. The adjusted NHCE ADP for Buyer plan is 2.7% x 200/300 = 1.8%. The weighted average for the merged plan is 1.1% + 1.8% = 2.9%. 41
42 Coverage / Nondiscrimination How do rules apply if plan is spun-off into separate plans? Transferor plan would still perform ADP/ACP test separately for period prior to spin-off o If using prior year testing = since only have one prior year sub-group = would use prior year ADP/ACP results for entire year Transferee plan runs ADP/ACP test from spin-off date o If transferee plan is an existing plan = would be treated in same fashion as merger of plans o Transferee plan could run 1, 2 or 3 tests If plans are eligible for permissive aggregation = could treat as single plan for testing purposes 42
43 Determination of HCEs Sample acquires ABC on 10/1/16. Sally earned $200,000 in 2015 and $105,000 from 1/1/16 9/30/16 from ABC. Sally earns $40,000 with Sample from 10/1/16-12/31/16. For 2016 is Sally an HCE of Sample if: ABC retains the plan after the sale Sample takes over the ABC plan as a separate plan or merges the plans What about for 2017? What if Sample buys the stock of Seller? 43
44 Determination of HCEs ABC Co. Assets EEs Sample Co. $180,000 = 2015 $105,000 = 2016 $40,000 =
45 Plan Contribution Suppose Sample purchases ABC Co on 10/1/16. Bob deferred $6,000 into the ABC 401(k) plan. ABC plan contains a last day requirement to receive the matching contribution under the plan. Is Bob entitled to a contribution under ABC plan? Fact Pattern #1 = Asset sale, ABC retains plan o No right to contribution because Jim has severance of employment before last day of plan year o Could Buyer make contribution for Seller EEs in Buyer plan? Fact Pattern #2 = Asset sale, Sample takes over ABC plan o Jim entitled to contribution unless ABC amends plan to eliminate contribution before end of year o Need to address contribution under buy-sell agreement o Fact Pattern #3 = Stock sale 45
46 Distribution Restrictions Distribution restrictions follow merged assets Difference between merger and rollover Be careful if have MP assets in Seller s plan Distribution may not be made from terminated 401(k) plan if ER maintains a successor plan Successor plan is any other plan maintained by ER within 12 months of final distribution of plan assets May need to terminate plan before sale to permit distribution 46
47 Example = Distributions Assume after the sale, ABC stays in business and continues to maintain the plan. May the EEs now working for ABC take a distribution from the ABC plan and rollover to Sample plan? Yes, EEs have severance of employment Would answer change if Sample took over maintenance of ABC plan? No severance of employment = may take in-service distribution, if allowed 47
48 Example = Distributions Sample purchases ABC in stock sale on 7/1/2016. Sample does not want to merge plans due to concerns over possible qualification issues. May Sample terminate plan on 7/2/2016 and distribute to participants? No, there is a successor plan Sample may not distribute deferrals upon plan termination since maintains another plan Will have to continue ABC plan, freeze ABC plan or merge plans together What should Sample and ABC have done? 48
49 Termination of Seller Plan If have stock sale and do not wish to merge plans = must terminate Seller s plan before transaction Even though EEs work for same company = IRS allows distribution since were in different control group at time of termination Suppose ABC plan was terminated on 6/25/2016 = may distribution still be made on 9/1/2016, after sale has occurred? If do not terminate before sale = can maintain ABC plan as frozen plan Make sure plan is amended to freeze benefits Amend Buyer s plan to cover EEs of Seller 49
50 Protected Benefits Plans generally cannot be amended to retroactively eliminate optional forms of benefit Plans may be amended to prospectively eliminate benefits Participants do not accrue right to benefits until they have satisfied any allocation conditions on such benefits If merging plans -- must protect optional forms under prior plan IRS regulations permit retroactive elimination of installments and annuity payments 50
51 Plan Loans Plan loans may become immediately due and payable if EEs have severance of employment EEs may be allowed to transfer loans to Buyer s plan in direct rollover EEs may be able to use bridge loan 51
Employee Benefit Plans in Mergers and Acquisitions
Employee Benefit Plans in Mergers and Acquisitions Charles D. Lockwood, JD, LLM, Principal, ASC Institute, LLC Charles D. Lockwood, JD, LLM Principal, ASC Institute, LLC Charles D. Lockwood, JD, and LLM
More informationCorrecting 401(k) Testing and Errors The New EPCRS. Charles D. Lockwood, J.D., L.LM ASC Avaneesh Bhaget, Group Manager, IRS
Correcting 401(k) Testing and Errors The New EPCRS Charles D. Lockwood, J.D., L.LM ASC Avaneesh Bhaget, Group Manager, IRS 1 Charles D. Lockwood, J.D., L.LM ASC Charles D. Lockwood, J.D., and LL.M. (Taxation),
More informationTHE LIFE OF A PLAN CASE STUDY Cash Balance Plan
THE LIFE OF A PLAN CASE STUDY Cash Balance Plan Charlie Steingas, EA, MSPA, MAAA President, Cash Balance Actuaries, LLC Charlie Steingas, EA, MSPA, MAAA President, Cash Balance Actuaries, LLC Charlie is
More informationBenefits, Rights and Features. Optional Forms of Benefits
Agenda What are benefits, rights and features (BRFs)? Protecting benefits, rights and features Nondiscrimination testing of benefits, rights and features Correcting failed nondiscrimination tests for benefits,
More informationCorporate Mergers, Acquisitions, & Spin-Offs Tuesday, April 30, 2013
Corporate Mergers, Acquisitions, & Spin-Offs Tuesday, April 30, 2013 Ilene H. Ferenczy, Esq., APA, CPS, Ferenczy + Paul LLP Donald Kieffer, Esq., IRS Agenda Coverage Issues Plan Mergers Crediting Service
More informationVirginia K. Sutton, QKA Consultant; Account Executive, VKS Consulting; Johnson & Dugan. Am I a Fiduciary?
Am I a Fiduciary? Wednesday, May 4, 2016 8:30 a.m. 9:45 a.m. Virginia K. Sutton, QKA, QPFC Consultant; Account Executive, Johnson & Dugan; Founder VKS Consulting Virginia K. Sutton, QKA Consultant; Account
More informationThe In s and Out s of Plan Amendments and Current Document Issues
The In s and Out s of Plan Amendments and Current Document Issues Robert M. Richter, J.D., LL.M., APM, Vice President, SunGard Relius Donald Kieffer, Esq., Tax Law Specialist, IRS Robert Richter, JD, LLM,
More informationAuto Enrollment: Best Practices and Common Mistakes. Robert M. Richter, Esq., APM Vice President FIS Relius Wealth and Management
Auto Enrollment: Best Practices and Common Mistakes Robert M. Richter, Esq., APM Vice President FIS Relius Wealth and Management 1 2 Automatic Enrollment Passive approach You can defer or not: your choice
More informationSection 403(b): Final Regulations and Subsequent Guidance Update Overview and Action Plan. Healthcare Practice Retirement Plan Consulting
Subsequent Guidance Update Healthcare Practice Retirement Plan Consulting Background On July 23, 2007, the Internal Revenue Service ( IRS ) issued final regulations regarding 403(b) plans. 1 These final
More informationGuide to your Year End Compliance Test Package
ADP Retirement Services Guide to your Year End Compliance Test Package Refer to page 4 for important deadlines. ADP, the ADP logo and ADP A more human resource are registered trademarks of ADP, LLC. All
More informationCompensation Quandary
Compensation Quandary Robert M. Richter, FIS Relius Avannesh K. Bhagat, IRS Robert M. Richter, FIS Relius Robert M. Richter, JD, LL.M. is a Vice President with FIS (formerly SunGard) in Jacksonville, Florida.
More information403(b) IDP Employer Contributions & Elective Deferrals Plan 05/15/2017 Checklist
403(b) IDP Employer Contributions & Elective Deferrals Plan 05/15/2017 1. EMPLOYER; PLAN (1.27; 1.50). Name: Employer's Address: (Street - Physical not P.O. Box) 5. EFFECTIVE DATE (1.21). The Employer
More information401(k) Basics Webcast
401(k) Basics Webcast Lisa H. Barton Elizabeth Kennedy www.morganlewis.com February 16, 2010 What Is a 401(k) Plan? A qualified cash or deferred arrangement within a tax-qualified profit sharing or stock
More informationBackground. 401(k) Plans Automatic Enrollment & Safe Harbor after PPA
401(k) Plans Automatic Enrollment & Safe Harbor after PPA Pam Thein Partner, Oppenheimer Wolff & Donnelly LLP Kim Wright - Vice President, Regional Director, Wachovia Retirement Services September 10,
More informationMake ADP/ACP Testing Great Again. Steve Riordan, CPC, QPA, QKA Director of Testing and Reporting Services Fidelity Investments
Make ADP/ACP Testing Great Again Steve Riordan, CPC, QPA, QKA Director of Testing and Reporting Services Fidelity Investments Steve.Riordan@fmr.com 1 Agenda ADP/ACP Testing Overview Compensation Disaggregation
More informationADMINISTRATIVE DUTIES FOR SERVICE PROVIDERS
**Please review the assignment of responsibility for the administration of the plan and indicate any changes. 1. IDENTITY OF RESPONSIBLE PARTIES 1. Identity of People in Each Header Category 2. Point person
More informationCompliance Tests What Are They and How Do I Interpret the Results? By: Janice Herrin & Melissa Howard, CPC, QPA, QKA
Compliance Tests What Are They and How Do I Interpret the Results? By: Janice Herrin & Melissa Howard, CPC, QPA, QKA Agenda Prerequisites Highly Compensated Employees (HCEs) Key Employees 410b Coverage
More informationComprehensive Guide to Yearly Compliance Activities
1 Comprehensive Guide to Yearly Compliance Activities Table of Contents Plan Sponsor Webstation (PSW )... 3 Contacting Testing & Reporting... 4 What is Nondiscrimination Testing?... 5 What Services Does
More information9/21/2015. Short Plan Year Issues 1. Disclaimer
Short Plan Year Issues 1 Disclaimer The information and opinions presented today are those of the presenter and do not necessarily represent the opinions or positions of ASPPA. Short Plan Year Issues 2
More informationPension Protection Act of 2006: Next steps and considerations for plan sponsors of defined contribution plans
Pension Protection Act of 2006: Next steps and considerations for plan sponsors of defined contribution plans Effective immediately or retroactively Economic Growth and Tax Relief Reconciliation Act of
More informationMULTIPLE EMPLOYER PARTICIPATION AGREEMENT
MULTIPLE EMPLOYER PARTICIPATION AGREEMENT MSABC Multiple Employer 401(k) Plan An Employer, by executing this Multiple Employer Participation Agreement, elects to become a Participating Employer in the
More informationADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC STANDARDIZED 401(K) PROFIT SHARING PLAN
ADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC STANDARDIZED 401(K) PROFIT SHARING PLAN CAUTION: Failure to properly fill out this Adoption Agreement may result in disqualification of the Plan. Standardized
More informationCertified Pension Consultant (CPC) Proctored Exam 2017 Syllabus
Certified Pension Consultant (CPC) Proctored Exam 2017 Syllabus Course As the culminating designation for the nonactuary ASPPA member, the Certified Pension Consultant (CPC) credential is intended as an
More informationErrors and acceptable correction methods Revised May 2017
Revised May 2017 SCP and VCP Error Index Error Description 01 Failure to properly provide the minimum top-heavy benefit or contribution to non-key employees. 02 Failure to satisfy the ADP test, the ACP
More information401(k) Plan Executive Summary January 2018
401(k) Plan Executive Summary January 2018 3000 Lava Ridge Court, Suite 130 Roseville, CA 95661 Tel (916) 773-3480 Fax (916) 773-3484 6400 Canoga Avenue, Suite 250 Woodland Hills, CA 91367 Tel (818) 716-0111
More informationPENSION EDUCATOR SERIES GLOSSARY
PENSION EDUCATOR SERIES GLOSSARY 2 1% Owner An employee who owns more than 1% of the outstanding stock or more than 1% of the total combined voting power of all stock in a corporation; or more than 1%
More informationUsing the Power of Coverage Testing for Creative Plan Design. Kevin J. Donovan, CPA, EA, MSPA, FCA, Managing Member Pinnacle Plan Design, LLC
Using the Power of Coverage Testing for Creative Plan Design Kevin J. Donovan, CPA, EA, MSPA, FCA, Managing Member Pinnacle Plan Design, LLC 1 Introduction Discrimination testing encompasses a plan satisfying
More informationEmployee Benefit Plan Section 401(k) Requirements (Worksheet Number 12 Determination of Qualification)
Form 9002 (November 2006) See Explanation Number 12 (Rev. 11-2006) for guidance in completing this form. Employee Benefit Plan Section 401(k) Requirements (Worksheet Number 12 Determination of Qualification)
More informationUnderstanding the 401(k) & (m) Internal Revenue Service (IRS) Regulation Changes
RETIREMENT SERVICES MassMutual ERISA Advisory Services SM Understanding the 401(k) & (m) Internal Revenue Service (IRS) Regulation Changes INVEST INSURE RETIRE Contents Overview.....................................................................................1
More informationCreative Retirement Plan Designs & Mining for Prospects 2018 Tony Panagiotu, Attorney, CPA President Panagiotu Pension Advisors, Inc.
Creative Retirement Plan Designs & Mining for Prospects 2018 Tony Panagiotu, Attorney, CPA President Panagiotu Pension Advisors, Inc. WHAT IS THE GOAL OF YOUR COMPANY S RETIREMENT PLAN? Recruitment Retention
More informationAdministrative Guidelines
making it personal Administrative Guidelines for plan sponsors every step of the way GUIDELINES TO ASSIST YOU WITH PLAN ADMINISTRATION OneAmerica is the marketing name for the companies of OneAmerica 2
More informationRETIREMENT PLAN ISSUES FOR TAX EXEMPT ORGANIZATIONS. Presented October 5, 2017 by Scott E. Galbreath, J.D., L.L.M. (Tax)
RETIREMENT PLAN ISSUES FOR TAX EXEMPT ORGANIZATIONS Presented October 5, 2017 by Scott E. Galbreath, J.D., L.L.M. (Tax) 1 Introduction Introduction to Retirement Plans Unique issues for tax exempt organizations
More informationCorrecting Elective Deferral Failures. Stephen W. Forbes, J.D., LL.M. (taxation) Timothy McCutcheon, Esq., CPA, MBA
Correcting Elective Deferral Failures Stephen W. Forbes, J.D., LL.M. (taxation) Timothy McCutcheon, Esq., CPA, MBA Your Presenters Today Stephen W. Forbes, JD, LLM Tim McCutcheon, JD, CPA, MBA 2 Correcting
More informationX-TREME CROSS-TESTING
X-TREME CROSS-TESTING Presented by: Charles Lockwood, J.D., LL.M. www.asc-net.com clockwood@asc-net.com Coverage and Nondiscrimination Limits extent to which plans can be designed in favor of HCEs = must
More informationADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC NON-STANDARDIZED DEFINED CONTRIBUTION PRE-APPROVED PLAN
ADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC NON-STANDARDIZED DEFINED CONTRIBUTION PRE-APPROVED PLAN CAUTION: Failure to properly fill out this Adoption Agreement may result in disqualification of the
More information10/18/2016. Cutting things short. S. Derrin Watson FIS
Cutting things short S. Derrin Watson FIS 1 Establishment of new plan or contribution source New document example: Employer wants to set up plan with calendar plan year Employer sets the effective date
More informationASPPA s Quarterly Journal for Actuaries, Consultants, Administrators and Other Retirement Plan Professionals
SPRING 2010 :: VOL 40, NO 2 ASPPAJournal ASPPA s Quarterly Journal for Actuaries, Consultants, Administrators and Other Retirement Plan Professionals Back-to-Basics: Average Deferral Percentage Test by
More information401(k) Plan Testing 201
401(k) Plan Testing 201 Kimberly B. Martin, APA, CPC, QPA NIPA, Education Director Bates & Company, Inc., Account Executive Kimberly B. Martin, APA, CPC, QPA NIPA, Education Director Bates & Company, Inc.,
More informationOptions for Retirement Benefits OPTIONS FOR RETIREMENT BENEFITS. Charles M. Lax
OPTIONS FOR RETIREMENT BENEFITS Charles M. Lax INTRODUCTION Your Name Your Company Your Position Your Companies Retirement Plan(s) 2 WHAT S COMMON IN MOST QUALIFIED RETIREMENT PLANS? Tax Benefits Income
More informationIRS. 401(k) Plan Checklist. If you answered No to any of the above questions, you may have made a mistake in the
401(k) Plan Checklist This checklist is not a complete description of all For Business Owner s Use plan requirements, and should not be used as a (do not send this worksheet to the IRS) substitute for
More informationChanges in Plan Years (Short Plan Years) Robert M. Kaplan, APA, CFP, CPC, QPA
Changes in Plan Years (Short Plan Years) Robert M. Kaplan, APA, CFP, CPC, QPA 1 Robert M. Kaplan, APA, CFP, CPC, QPA Bob Kaplan is the VP, National Training Consultant for Voya. His responsibilities include
More information401(k) Fiduciary Toolkit. Sponsored by ishares. Prepared by The Wagner Law Group. Due Diligence. Due Diligence Review of Existing 401(k) Plans
401(k) Fiduciary Toolkit Sponsored by ishares Prepared by The Wagner Law Group Due Diligence Due Diligence Review of Existing 401(k) Plans IMPORTANT INFORMATION The Wagner Law Group has prepared this guide.
More informationADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC VOLUME SUBMITTER 401(K) PROFIT SHARING PLAN
ADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC VOLUME SUBMITTER 401(K) PROFIT SHARING PLAN CAUTION: Failure to properly fill out this Adoption Agreement may result in disqualification of the Plan. Volume
More informationGeneral Information for 401k Plan Sponsor
General Information for 401k Plan Sponsor Welcome to our 401k Guide for the Plan Sponsor! The information contained on this site was designed and developed by various governmental agencies, and compiled
More informationTYPES OF QUALIFIED PLANS
Chapter 2 by Richard A. Naegele, J.D., M.A. Wickens, Herzer, Panza, Cook & Batista Co. 35765 Chester Road Avon, OH 44011-1262 Phone: (440) 695-8074 Email: RNaegele@WickensLaw.com Website: www.wickenslaw.com
More informationTopics to be Covered
in Prototype and Volume Submitter Documents: March 17, 2015 Richard A. Hochman, APM, GFS Managing Director, McKay Hochman Consulting 1 Topics to be Covered New Design Issues for Pre-Approved Plans with
More informationEPCRS VCP ADVANCED CASE STUDIES: WHEN SELF-CORRECTION ISN T AN OPTION. Pamela D. Perdue Summers, Compton & Wells, LLC.
EPCRS VCP ADVANCED CASE STUDIES: WHEN SELF-CORRECTION ISN T AN OPTION Pamela D. Perdue Summers, Compton & Wells, LLC pperdue@summerscomptonwells.com Learning Objectives 1. Overview of Procedural Requirements
More informationCertification of Reasonableness of Plan Services
Certification of Reasonableness of Plan Services for Sample Green Zone Plan For the period ended March 30, 2012 Federal Reserve Plaza 600 Atlantic Ave, FL 30 Boston, MA 02210 617.723.6400 www.dalbar.com
More informationACCUDRAFT PROTOTYPE DEFINED CONTRIBUTION RETIREMENT PLAN BASIC PLAN # 01
ACCUDRAFT PROTOTYPE DEFINED CONTRIBUTION RETIREMENT PLAN BASIC PLAN # 01 DC Basic Plan #01 July 2008 Table of Contents Article 1...2 Definitions...2 1.1 ACP Test....2 1.2 ACP Safe Harbor Matching Contribution....2
More informationDC-2: Defined Contribution Administrative Issues Compliance Issues
DC-2: Defined Contribution Administrative Issues Compliance Issues Course Over the past 20 years, 401(k) plans have become an enormously popular plan design. These plans permit pre-tax retirement savings
More informationWorkshop 30: It s Greek To Me Real Life Mergers & Acquisitions
Workshop 30: It s Greek To Me Real Life Mergers & Acquisitions Presented by Sal Koumantaro s Yannis Tripodi 1 Case Study #1 Duty Trumps Loyalty? Trump Corp 245 employees 401k plan, ADP-tested 50% on first
More informationPUERTO RICO BUSINESS LAW NOTES
QUALIFIED PLANS IN SUBJECT TO NEW RULES UNDER THE RECENTLY ENACTED NEW INTERNAL REVENUE CODE By: César R. Rosario-Vega, Esq. T he recently enacted New Puerto Rico Internal Revenue Code, Act No. 1 of January
More informationUnderstanding Nondiscrimination Testing
Understanding Nondiscrimination Testing A WHITE PAPER BY Pentegra Retirement Services 2 Enterprise Drive, Suite 48 Shelton, CT 6484-4694 8.872.3473 tel 23.925.674 fax www.pentegra.com Nondiscrimination
More informationContents. Introduction to PSCA s 58th Annual Survey Respondent Demographics Employee Eligibility Participant Contributions...
Introduction to PSCA s 58th Annual Survey... 1 Respondent Demographics... 2 Table 1 Respondents by plan size and plan type... 2 Table 2 Respondents by total plan assets and plan type... 4 Table 3 Respondents
More informationMEPs: Managing the Complexity to Maintain their Benefit. Robert M. Richter, VP, FIS Relius
MEPs: Managing the Complexity to Maintain their Benefit Robert M. Richter, VP, FIS Relius 1 Robert M. Richter, VP, FIS Relius Robert M. Richter, JD, LL.M. is a Vice President with FIS (formerly SunGard)
More informationPre-Approved Plans: Now Everyone Wants One
Pre-Approved Plans: Now Everyone Wants One Don Kieffer, Jr., Tax Law Specialist, Internal Revenue Service, TE/GE Robert M. Richter, J.D., LL.M., APM, Vice President, FIS (Relius) Why Have Pre-Approved
More informationAdministrative guidelines and activity schedule for plan sponsors
making it personal Administrative guidelines and activity schedule for plan sponsors every step of the way Guidelines to assist you with plan administration Products and financial services provided by
More information403(b)/401(k) Comparison for 501(c)(3) Organizations. Your future. Made easier. For Plan Sponsor Use Only. Not For Use With The Public.
403(b)/401(k) Comparison for 501(c)(3) Organizations For Plan Sponsor Use Only. Not For Use With The Public. Your future. Made easier. 403(b)/401(k) Comparison for 501(c)(3) Organizations As a 501(c)(3)
More information1. Duty trumps loyalty?
1. Duty trumps loyalty? Facts: Trump Corp has 245 employees, 225 of whom are eligible for its 401(k) plan. The plan is ADP-tested. It provides a match equal to 50% on the first 10% of compensation deferred.
More informationPlan Sponsor Webcast Series
Plan Sponsor Webcast Series Roth 401(k) Contributions, Safe Harbor 401(k) Plans and Automatic Enrollment Amy Pocino Kelly Julia L. Bringhurst www.morganlewis.com May 5, 2010 Roth 401(k) Contributions 2
More informationRetirement Plans 101: An Introduction to Section 403(b)
Retirement Plans 101: An Introduction to Section 403(b) 2008 Giller & Calhoun LLC I. Overview Educational institutions have been offering annuity contracts to their faculty since the early 1900s. The practice
More informationGENERAL INFORMATION... 2 PLAN CONTRIBUTIONS... 2 PLAN DISTRIBUTIONS... 3 PLAN LOANS... 4 ENROLLMENTS... 4 PLAN YEAR-END COMPLIANCE TESTING...
PLAN SPONSOR S GUIDE GENERAL INFORMATION... 2 PLAN CONTRIBUTIONS... 2 PLAN DISTRIBUTIONS... 3 PLAN LOANS... 4 ENROLLMENTS... 4 PLAN YEAR-END COMPLIANCE TESTING... 5 FORM 5500... 6 DATES TO REMEMBER...
More informationMakes permanent the provisions of EGTRRA that relate to retirement plans and IRAs. Makes the Saver s Credit permanent.
Leading Proposals Affecting Defined Contribution and Other Retirement Arrangements (Other Than Pension Funding and Hybrid Plan Proposals) [Note: Includes discussion of H.R. 1000, which passed the House
More informationsummary of key provisions
Pension Protection Act of 2006 PENSION RESOURCE CENTER summary of key provisions CONTENTS EGTRRA Provisions Permanent 2 Automatic Enrollment 3 Investment Advice 4 Increased Portability for Qualified Plans
More informationChecklist for Employee Benefit Plan Sponsors
Checklist for Employee Benefit Plan Sponsors 999 Third Avenue, Suite 2800 Seattle WA, 98104 (206) 302-6800 The material appearing in this presentation is for informational purposes only and should not
More informationQualified Plan Terminations and Partial Plan Terminations
Qualified Plan Terminations and Partial Plan Terminations John P. Griffin, JD, LLM ASC Institute, LLC Introduction Recent IRS Guidance Agenda The Decision to Terminate a Plan Consequences of Plan Termination
More informationCAUTION: Failure to properly fill out this Adoption Agreement may result in disqualification of the Plan.
NON-STANDARDIZED ADOPTION AGREEMENT FOR FIS BUSINESS SYSTEMS LLC NON-STANDARDIZED DEFINED CONTRIBUTION PRE-APPROVED VOLUME SUBMITTER 401(K) PROFIT SHARING PLAN CAUTION: Failure to properly fill out this
More informationCoverage and Nondiscrimination Testing with Related Employers S. Derrin Watson, JD, APM. Copyright 2017 S. Derrin Watson, all rights reserved
Coverage and Nondiscrimination Testing with Related Employers S. Derrin Watson, JD, APM Copyright 2017 S. Derrin Watson, all rights reserved 1 What we ll cover Basic principles Plan considerations and
More informationImportant Approaching Deadlines Please make note of these important approaching deadlines for calendar year plans:
Important Approaching Deadlines Please make note of these important approaching deadlines for calendar year plans: December 31, 2018 Final deadline for processing corrective actual deferral percentage
More information401(a)(26), Top Heavy, and Coverage Basics for Defined Benefit Plans
401(a)(26), Top Heavy, and Coverage Basics for Defined Benefit Plans Lauren R. Okum, ASA, EA, MAAA, MSPA Owner and Actuary, Premier Actuarial Solutions Page 0 1 Lauren R. Okum, ASA, EA, MAAA, MSPA Owner
More informationTAG Frequently Asked Questions. Presented By: Susan M. Wright, CPA, APM
TAG Frequently Asked Questions Presented By: Susan M. Wright, CPA, APM About TAG Ability to ask retirement plan questions our TAG specialists have, on average, over 25 years of experience Searchable FAQ
More informationImportant Approaching Deadlines
Important Approaching Deadlines Please make note of these important approaching deadlines for calendar year plans: September 15, 2016: 8 ½ months after plan year-end: For employers who filed corporate
More informationCompensation - The Backbone of Retirement Plan Testing
Compensation - The Backbone of Retirement Plan Testing Robert M. Richter, J.D., LL.M. VP FIS Relius 3 Definitions 415 Compensation 415 limits Top-heavy minimums 414(s) Compensation Nondiscrimination testing
More informationHow to Understand Your Compliance Testing Summary
How to Understand Your Compliance Testing Summary Abbreviations and acronyms used in this summary: ACP Actual Contribution Percentage test ADP Actual Deferral Percentage test DOL Department of Labor HCE
More informationSEP UPDATING USE PROTOTYPE OR IRS FORM 5305-SEP?
Published Since 1984 ALSO IN THIS ISSUE What to Do An IRA Customers Wants Help Correcting an Excess Contribution?, Page 2 How Many 5498s Must an Institution Prepare for an Accountholder?, Page 3 IRS Guidance
More informationSUMMARY PLAN DESCRIPTION. Powell Industries, Inc. Employees Incentive Savings Plan
SUMMARY PLAN DESCRIPTION Powell Industries, Inc. Employees Incentive Savings Plan Effective 7/1/2018 Powell Industries, Inc. Employees Incentive Savings Plan SUMMARY PLAN DESCRIPTION... 1 I. BASIC PLAN
More informationIDP Profit Sharing 05/15/2017 Checklist
DOCUMENT PACKAGE a. Volume Submitter Plan and Trust as one document b. Volume Submitter Plan and Trust as separate documents c. Volume Submitter Plan Only-No Trust: (select one) Separate trust specifically
More informationEntrust. New. Instructions STEP STEP STEP STEP. SUBMIT BY MAIL The Entrust Group SUBMIT BY FAX
Entrust t Individual 401(k) Plan New Account Kit (Part 1) Instructions STEP 1 Review Plan Documents Review Plan and Trust Document and Adoption Agreement (watermark version), as well as the Opinion Letter
More informationADP Retirement Services. New Plan Implementation Guide FOR PLAN SPONSOR USE ONLY NOT FOR DISTRIBUTION TO THE PUBLIC.
ADP Retirement Services New Plan Implementation Guide FOR PLAN SPONSOR USE ONLY NOT FOR DISTRIBUTION TO THE PUBLIC. Welcome to ADP We are excited to get your new 401(k) plan started. At ADP, we consistently
More informationAdvanced Compliance Testing How to Put the Rules to Work for Plan Sponsors
Advanced Compliance Testing How to Put the Rules to Work for Plan Sponsors Kevin J Donovan, CPA, EA, MSPA, FCA Pinnacle Plan Design, LLC 1 Introduction Discrimination testing encompasses a plan satisfying
More informationTRUST COMPANY OF AMERICA DEFINED CONTRIBUTION PROTOTYPE PLAN AND TRUST
TRUST COMPANY OF AMERICA DEFINED CONTRIBUTION PROTOTYPE PLAN AND TRUST TABLE OF CONTENTS ARTICLE I DEFINITIONS ARTICLE II ADMINISTRATION 2.1 POWERS AND RESPONSIBILITIES OF THE EMPLOYER... 16 2.2 DESIGNATION
More information401(k) Sponsor Adoption Guide. The Solution for your Company s Retirement Plan
401(k) Sponsor Adoption Guide The Solution for your Company s Retirement Plan 2 slavic401k.com The Internet connection to your future Your PEO Strategic Ally Strategic Ally Your PEO is your strategic ally
More informationCompliance Coordination
Compliance Coordination Kim Martin, APA, CPC, QPA NIPA, Education Director Bates & Company, Inc., Account Executive 1 Compliance Tests Elective Deferral Limits ADP & ACP Tests 414(s) Compensation Test
More information401K PRO, INC. DEFINED CONTRIBUTION PROTOTYPE PLAN AND TRUST
401K PRO, INC. DEFINED CONTRIBUTION PROTOTYPE PLAN AND TRUST TABLE OF CONTENTS ARTICLE I DEFINITIONS ARTICLE II ADMINISTRATION 2.1 POWERS AND RESPONSIBILITIES OF THE EMPLOYER... 13 2.2 DESIGNATION OF ADMINISTRATIVE
More information403(b)/401(k) Comparison for 501(c)(3) Organizations
403(b)/401(k) Comparison for 501(c)(3) Organizations For plan sponsor use only. Not to be used with participants. 403(b)/401(k) Comparison for 501(c)(3) Organizations As a 501(c)(3) organization, you are
More informationRETIREMENT PLAN GLOSSARY OF TERMS
RETIREMENT PLAN GLOSSARY OF TERMS Active Management: Where a person or team, often called the portfolio manager, actively makes investment decisions and initiates buying and selling of securities using
More informationUNDERSTANDING 401(K) AND PROFIT SHARING PLANS. Choosing an option that benefits your business and your employees.
UNDERSTANDING 401(K) AND PROFIT SHARING PLANS Choosing an option that benefits your business and your employees. UNDERSTANDING 401(K) AND PROFIT SHARING PLANS As a business owner, you re likely concerned
More informationADVANCED MARKETS BUSINESS PLANNING
THE PRUDENTIAL INSURANCE COMPANY OF AMERICA ADVANCED MARKETS BUSINESS PLANNING Comparison of Retirement Plan Alternatives For Business Owners EMPLOYER-SPONSORED PLANS Eligible Employers All types of employers,
More informationANNUAL SAFE HARBOR PLAN NOTICE FOR THE NORTHWESTERN UNIVERSITY RETIREMENT PLAN AND NORTHWESTERN UNIVERSITY VOLUNTARY SAVINGS PLAN
ANNUAL SAFE HARBOR PLAN NOTICE FOR THE NORTHWESTERN UNIVERSITY RETIREMENT PLAN AND NORTHWESTERN UNIVERSITY VOLUNTARY SAVINGS PLAN You are receiving this Notice because you are an eligible employee of the
More informationTRISTAR PENSION CONSULTING
TRISTAR PENSION CONSULTING 2/1/2006 Responsibilities of a Plan Sponsor Introduction Allocation of Duties Employee Notifications Plan Summaries Beneficiary Forms Deferral Elections Plan Contributions Safe
More informationERISA 403(b) Compliance Plan design considerations for tax-exempt organizations
ERISA 403(b) Compliance Plan design considerations for tax-exempt organizations Wayne McClain III, JD Senior Counsel / AVP / CCO Lincoln Financial Group, Retirement Plan Services Wayne McClain III, JD
More informationERISA 403(b) Compliance & Administration Plan Data Form
ERISA 403(b) Compliance & Administration Plan Data Form Page 1 of 4 NewBus-814 (10-2013) ERISA 403 (b) Compliance & Administration Plan Data Form 1 Plan Sponsor Employer Legal Name Employer Mailing Address,
More informationSECTION 403(B) PLANS: WHAT NONPROFIT SPONSORS OF EMPLOYEE RETIREMENT PLANS NEED TO KNOW
SECTION 403(B) PLANS: WHAT NONPROFIT SPONSORS OF EMPLOYEE RETIREMENT PLANS NEED TO KNOW ROHIT A. NAFDAY, ESQ. AND JONATHAN F. LEWIS, ESQ. June 2011 This publication is available at online at www.probonopartnership.org/pages/publications/all-publicationsfaqs-x
More informationCommon Problems in M&A: The 410(b)(6) Transition Period. Ilene H. Ferenczy, Esq., CPC, APA Timothy McCutcheon, Esq., CPA, MBA
Common Problems in M&A: The 410(b)(6) Transition Period Ilene H. Ferenczy, Esq., CPC, APA Timothy McCutcheon, Esq., CPA, MBA Your Presenters Today Ilene H. Ferenczy, JD, CPC, APA Tim McCutcheon, JD, CPA,
More informationRetirement Plan Update and Overview
Retirement Plan Update and Overview By Richard A. Naegele, J.D., M.A. Wickens, Herzer, Panza, Cook & Batista Co. 35765 Chester Road Avon, OH 44011-1262 Phone: (440) 695-8074 Email: RNaegele@WickensLaw.com
More informationThe PPA and Defined Contribution Plans
The PPA and Defined Contribution Plans Vernon P. Saper George L. Whitfield Warner Norcross & Judd LLP Warner Norcross & Judd LLP vsaper@wnj.com gwhitfield@wnj.com 616-752-2116 616-752-2102 401(k) Automatic
More informationRetirement Plan Update and Overview
Retirement Plan Update and Overview By Richard A. Naegele, J.D., M.A. Wickens, Herzer, Panza, Cook & Batista Co. 35765 Chester Road Avon, OH 44011-1262 Phone: (440) 695-8074 Email: RNaegele@WickensLaw.com
More informationWorkshop 4 Combination Design
Workshop 4 Combination Design Sara DeFilippo Dunbar, Bender & Zapf Inc. Karen Smith Nova 401(k) Associates Why? 1 Agenda Employer match PBGC premiums Mortality changes (time permitting) Not on Agenda Issues
More informationCOMPARISON OF 401(k) AND 403(b) PLANS
Waist deep in the administration of 403(b) plans, we have been thrown into a whirlpool of new regulations and reporting requirements that leaves your head spinning. As plan sponsors are realizing, collecting
More informationGuide to your Year-End Employer Contribution Report Package
ADP Retirement Services Guide to your Year-End Employer Contribution Report Package IMPORTANT DEADLINES: March 1 For Clients with March 15th Corporate Due Date November 30 December 14 Last day for ADP
More information