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All sessions will be recorded and available for purchase. Due to the inability to track attendance, however, a Letter of Participation is not provided for recorded events.
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Fundamentals 04: Introduction to Nondiscrimination Testing, Defining Compensation and the 415 Limit
It's been over two decades since the IRS issued the nondiscrimination final regulations under §401(a)(4). "Detailed" doesn't begin to describe the mind-numbing 186 pages of government-speak in the final regulations. These rules intimately affect many aspects of plan operation and design. Retirement practitioners must have a thorough understanding of the nondiscrimination rules.
Little is more fundamental to plan administration than correctly determining the compensation of employees. Yet it is a widely misunderstood topic, as the one word, "compensation," can mean many different things, even within a single plan, depending on the context of the situation. Strict adherence to a single definition of compensation can take away valuable tools, which can lower costs and simplify administration.
Finally, §415 of the Code places a cap on the amount of annual additions that may be contributed to a participant’s retirement account. This year the 415 limit is $51,000. Many unique retirement plan features are designed around the 415 limit. This program discusses the 415 limit.
This program outlines the nondiscrimination, compensation and 415 rules on defined contribution plans. Using clear analysis and examples, the speaker presents a clear path through the various issues.
NondiscriminationTopics include: | Compensation and 415 Limit Topics include: |
Design-based safe harbors | 415 compensation - the foundation |
Effect of allocation conditions | Current income |
Permitted disparity | W-2 |
General nondiscrimination test | Tax withholding |
Restructuring | Post-severance |
Amendments | Nondiscriminatory compensation |
Correcting problems | Compensation while a participant |
Compensation limitation | |
Annual additions | |
Impact of corrective contributions | |
Contribution timing |
Prerequisites: There are no prerequisites or advance preparation for this presentation.
Level: Beginning
Instructional Delivery Method
Group - Internet-Based
Speaker – Kevin L. Burch, J.D., LL.M.
Objectives: After attending this Web seminar, an attendee should be able to do the following for each topic:
Nondiscrimination Objectives | Compensation and 415 Limit Objectives |
Administer a design-based safe harbor nondiscrimination test | Understand the different uses of compensation in a retirement plan |
Determine compensation used to administer the nondiscrimination test | Apply safe harbor changes to 415 compensation |
Apply permitted disparity plan provisions | Apply the post-severance compensation rules |
Determine the application of an allocation condition | Determine 415 compensation |
Correct a nondiscrimination test failure | Apply the 415 limit to participants |
Determine annual additions under the plan | |
Correct 415 violations |
Hardware System Requirements:
Software Requirements:
Program related requests, questions, or concerns may be emailed to: relius.education@sungard.com.