Fall 2011 issue of Horizons

Features – continued

5. Are you limiting participant deferral (pre-tax and Roth 401(k)) contributions to $16,500 ($22,000 for an eligible participant who attained age 50) for the 2011 calendar year? Administration 6. Have you identified all eligible new employees and provided them with a summary plan description and other applicable plan documentation? 7. Have you remitted all participant deferral, Roth 401(k), after-tax contributions and loan repayments to the plan’s trust as soon as they can be reasonably segregated? 8. Have you made all required age 70 1 / 2 minimum distributions to owners and terminated participants? 9. Have you filed the applicable Form 5500 series return within seven months after plan year end unless you requested an extension of time to file the return? 10. Do you have a fidelity bond in an amount that is at least equal to 10% of the total value of the assets as of the beginning of the plan year? 11. Have you reviewed your investment policy statement within the past six months? Testing 12. Have you completed all required plan nondiscrimination tests and made the appropriate corrections timely for any failed test? If you answered “no” to any of these questions, you should investigate to determine what course of action may be required. You can find other relevant information on these items on the RubinBrown Benefits Group website by viewing the articles “Key Compliance Dates for a 401(k) and Profit Sharing Plan” and “Trends in Retirement Plan Administration – Common Mistakes.” RubinBrown Benefits Group, LLC can assist employers with various aspects of their 401(k) plans. Please contact Wayne Isaacs for further information.

401(k) Plan Compliance Challenges Complying with all the statutory and regulatory requirements to administer a 401(k) plan in today’s environment can be challenging. It seems that the requirements are ever- changing or you never have enough time to focus the required attention on them. Here are a few key questions to assist you in determining if you should review various aspects of your plan in more detail: Plan Document 1. Have you amended the plan document for the Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA) and other statutory and regulatory changes? 2. Have you amended the plan document for any current year discretionary changes? Contributions 3. Are you using the proper definition of compensation to calculate participant deferral, matching and profit sharing contributions? 4. Are you limiting eligible participant compensation to $245,000 for the 2011 plan year when you calculate deferral, matching and profit sharing contributions?

Raise Your Expectations

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