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How to Fix Them October 29, 2015 The webinar will start at 11:00 - PowerPoint PPT Presentation

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Why Retirement Plans Fail And How to Fix Them October 29, 2015 The webinar will start at 11:00 a.m. CT Heather Smith, QKA Eric Namee, JD, CPA Operations Manager Co-Managing Member Employee Benefit Services Hinkle Law Firm LLC

  1. Why Retirement Plans Fail – And How to Fix Them October 29, 2015 The webinar will start at 11:00 a.m. CT Heather Smith, QKA Eric Namee, JD, CPA Operations Manager Co-Managing Member Employee Benefit Services Hinkle Law Firm LLC

  2. Administration If you need HRCI/CPE credit, please participate in all polls throughout the presentation.

  3. Administration A recording of today’s webinar will be emailed for your reference or to share with others.

  4. Administration For best quality, call in by phone instead of using your computer speakers.

  5. Administration To ask questions during the presentation, use the questions box on the right side of your screen.

  6. Administration Please provide your feedback at the end of today’s presentation.

  7. About the Speaker Heather Smith, QKA Operations Manager Employee Benefit Services More than a decade of employee benefits experience Qualified 401(k) Administrator (QKA) Member of the American Society of Pension Professionals and Actuaries

  8. About the Speaker Eric Namee, JD, CPA Co-Managing Member Hinkle Law Firm LLC More than 30 years practicing employee benefits law Former Kansas Bar Association Tax Section President

  9. Learning Objectives Understand common plan failures. Learn how to self-correct using the available IRS correction methods. Identify the differences between correction methods and if fees are involved.

  10. Polling Question #1

  11. BASIC CONCEPTS

  12. What is a Qualified Plan? Tax-favored arrangement offered by an employer for the purpose of allowing employees to save for retirement  Funded by employer contributions  Held in trust  Operated according to plan document

  13. Advantages of Qualification Under IRC Section 401(a):  Employer allowed immediate deduction for contributions  Employee does not recognize income until money is withdrawn  Income not taxed

  14. Remaining Qualified Plan is not entitled to receive the benefits unless it is in compliance at all times . No statute of limitations for qualification defects

  15. Disqualification Consequences for disqualification are severe:  Earnings of the trust become taxable  Deductions taken by the employer may be disallowed  Vested account balance of participants may become includible in their gross income, exposing that amount to taxation

  16. EMPLOYEE PLANS COMPLIANCE RESOLUTION SYSTEM (EPCRS)

  17. Employee Plans Compliance Resolution System IRS-established comprehensive system of correction programs for plans that have failed to comply

  18. EPCRS Programs Self-Correction Program (SCP) Voluntary Correction Program (VCP) Audit CAP

  19. Correction Under EPCRS If a failure is corrected in accordance with EPCRS, the IRS will NOT treat the plan as disqualified. It is a permanent fix .

  20. Qualification Failure Qualification failure = Any failure that adversely affects the qualification of a plan

  21. Types of Qualification Failures Plan document failure Operational failure Demographic failure Employer eligibility failure

  22. Polling Question #2

  23. Correction Program Choices Type of Qualification SCP VCP Audit CAP Failure Plan document No Yes Yes failure Operational Yes Yes Yes failure Demographic No Yes Yes failure Employer No Yes Yes eligibility failure

  24. General Correction Principles Full correction should be made for ALL participants and beneficiaries for ALL taxable years. Correction method should restore the plan to the position it would have been in had the failure not occurred. Correction should be reasonable and appropriate for the failure.

  25. General Correction Principles (cont.) Correction method should be applied consistently. Corrective allocations only from employer contributions Corrective allocations adjusted for earnings and forfeitures Failure should be fully corrected. Distributions should be properly reported.

  26. SELF-CORRECTION PROGRAM (SCP)

  27. Self-Correction Program Available for both insignificant and significant operational failures  Qualified plans and 403(b) plans are eligible.  SEPs and SIMPLE IRAs are also eligible, but for insignificant operational failures only.

  28. SCP – Insignificant Failures Operational failures that are insignificant can be corrected at any time, even if:  The plan is under examination  The failure is discovered by an agent during an examination

  29. Determining Insignificant Failures  Many factors, although no single one is determinative  Failures must be insignificant in the aggregate.

  30. Significant vs. Insignificant Failures Things to consider:  Whether other failures occurred during the period being examined  Percentage of plan assets and contributions involved in the failures  Number of years the failure occurred Rev. Proc. 2013-12, § 8.02.

  31. Significant vs. Insignificant Failures (cont.)  Number of participants affected by the failure relative to the number of participants who could have been affected  Whether correction was made within a reasonable time after the discovery of the failure  Reason for the failure Rev. Proc. 2013-12, § 8.02.

  32. SCP – Significant Failures If an operational failure is significant, it may be corrected at any time before the end of the second plan year following the date on which the failure took place.

  33. SCP: Additional Eligibility Conditions Correction of significant Significant operational operational Established failure must No egregious failure must practices and be failures have a procedures substantially determination completed if letter. plan under examination.

  34. SCP: Approved Correction Methods Employers eligible for SCP may self-correct the failures. 1 1 Appendix A and Appendix B to Rev. Proc. 2013-12

  35. Retroactive Plan Amendment Hardship distribution 401(a) (17) failures failures Plan loans without Inclusion of authorizing plan ineligible employees language

  36. VOLUNTARY CORRECTION PROGRAM (VCP)

  37. VCP Overview Plan sponsor must Plan sponsor sign compliance If an agreement is describes statement, submit IRS consults with reached, IRS will qualification failure to required fee, and plan sponsor or send a compliance IRS and submits implement agreed- representative statement to plan proposed upon corrections sponsor correction(s) within 150 days of compliance statement

  38. VCP – Forms & Procedures  Mandatory VCP Forms 8950 & 8951  Model VCP Compliance Statement (EPCRS Appendix C, Part I)  VCP Schedules (Appendix C, Part II)  Special procedures for certain types of failures:  Group submissions Anonymous “John Doe” submissions   Sole failure involves participant loans

  39. VCP Fees Qualified plans and 403(b) plans Depends on number of plan participants 401(a) Required Minimum $500 for fewer than 50 plan Distribution failures participants Non-Amenders Compliance fee reduced by 50% if submission made within the one-year period following expiration of plan’s remedial amendment period Group Submissions Based on the number of plans, starting at $10,000 SEP/SIMPLE IRAs $250

  40. VCP Fees (cont.) Number of Participants Fee 20 or fewer $750 21 to 50 $1,000 51 to 100 $2,500 101 to 500 $5,000 501 to 1,000 $8,000 1,001 to 5,000 $15,000 5,001 to 10,000 $20,000 More than 10,000 $25,000

  41. AUDIT CAP

  42. Correction on Audit (Audit CAP)  Qualification failures identified during a plan audit must be corrected under Audit CAP.  The plan sponsor is generally required to correct the failure, implement procedures, and pay agreed-upon sanction.  Several factors taken into account in determining sanction amount  Sanction is negotiated percentage of what IRS could collect upon plan disqualification

  43. Polling #3

  44. Now What

  45. Appendix A & B  Operational Errors  SCP or VCP  Details how to fix  Describes how to calculate earnings

  46. EXAMPLES OF COMMON PROBLEMS

  47. Example 1: Inclusion of Ineligible Employees ABC Company’s 401(k) plan provides that an employee becomes eligible to enter the plan upon completion of “one year of service” with semi -annual plan entry dates . ABC Company has been permitting new hires to enter the plan immediately. Problem: This is an operational failure because the plan has not been operated in accordance with the terms of the plan document.

  48. Example 1: Inclusion of Ineligible Employees Solution: Alternative #1  The employer may retroactively amend the plan to remove the service requirement and allow plan entry on any day of the year. EPCRS, App. B § 2.07(3)(a).  If within the appropriate time frame, this can be done under SCP.  Otherwise, the employer must go through VCP.  Note: The amendment can also be tailored to only apply specifically to the group of individuals with respect to whom the failure occurred. Alternative #2  The employer may distribute the improper deferrals and report the distribution on a current year Form 1099-R with a code E, in box 7. The distribution (including earnings) will be taxable. Improper deferrals should not be included in the plan’s ADP test.

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