FIS Relius

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Objectives

Upon completion of the course, attendees should be able to:

• Identify the plans and arrangements subject to fee disclosure rules.
• Calculate catch-up contributions in a fiscal year plan and use plan limits to create catch-up contributions.
• Design an eligible automatic contribution arrangement (EACA) that is consistent with the final regulations, identify employee groups the plan may exclude, and explain the legal consequences of any exclusions.
• Design eligibility and vesting provisions to enhance ease of administration and successful testing.
• Design matching contributions tailored to an employer’s objectives and needs.
• Explain the timing rules for notice to participants under a qualified automatic contribution arrangement (QACA) and an EACA, as well as the requirements for the timing of initiating an automatic contribution provision and of permissible withdrawal elections.
• Differentiate between the EACA and a QACA requirements and benefits.
• Apply the top-paid group test in determining HCEs, taking into account relevant compensation rankings.
• Apply the average benefit test for coverage in a 401(k) plan and use restructuring to test non-uniform allocations in a safe harbor 401(k) plan.
• Explain and apply the double counting limitations with on the use of QNECs in a 401(k) plan that switches testing methods.
• Define and apply the targeting limitations for allocating QNECs to correct an ADP test failure.
• Identify and correct “associated match” nondiscrimination failures.
• Apply the “exiting” rules for a safe harbor nonelective contribution, and contrast the rules for exiting a safe harbor match.
• List the options for terminating a safe harbor 401(k) plan, and differentiate the tax consequences for each.
• Design a triple-stacked match safe harbor 401(k) plan.
• Explain the limitations of post-severance compensation for deferral and testing purposes.
• List the requirements for correction of improper exclusion of a catch-up eligible participant, failure to implement an employee’s deferral election, improper inclusion of an eligible employee and other 401(k) plan errors.