Only If you have employees may you need a Safe Harbor 401k plan. You may need such a plan if the owners (individuals with more than 5% ownership) and the highly compensated employees (HCE's) (employees making more than $95,000 per year) put in a disproportionate amount of money into the 401k plan compared to the non-owner employees and the non-highly compensated employees (NHCE's).

Safe harbor contributions can be made at any time during the plan year and thereafter until 12 months after the end of the plan year. If the plan wants to satisfy the safe harbor match on a payroll period basis instead of an annual basis, the matching contributions must be made no later than the last day of the following plan year quarter. The 3% non-elective contribution can be counted in a cross tested profit sharing formula, but cannot be used for purposes of permitted disparity. See similar questions...

Safe Harbor is a 90-bed shelter in South San Francisco. In its clean and safe environment, men and women are offered job services, substance abuse counseling and other services. The goal is to assist the homeless in rebuilding their lives, achieving self-sufficiency and reestablishing family relationships. See similar questions...

A safe harbor plan design offers an employer many advantages. As long as the plan operates within guidelines, a safe harbor 401(k) plan is deemed to pass ADP/ACP nondiscrimination tests and is deemed to not be top heavy. This allows the highly compensated employees to defer greater dollar amounts in plans with lower participation level. See similar questions...

Safe harbor 401 (k) plans have specific employer contributions so the employer has less flexibility than available in a traditional 401(k) plan. All employer safe harbor contributions are always 100% vested. In-service withdrawal restrictions apply to safe harbor contributions. An annual safe harbor notice is required to be distributed by the employer to all eligible participants. See similar questions...

Under a safe harbor 401(k) plan, an employer can provide either a safe harbor non-elective contribution of at least 3% of compensation or a safe harbor matching contribution. The safe harbor matching contribution can be a dollar-for-dollar match on elective deferrals up to 4% of compensation or a dollar-for-dollar match on elective deferrals up to 3% of compensation and a 50 cents-on-the-dollar match on elective deferrals between 3% and 5% of compensation. See similar questions...

Safe harbor matching and safe harbor non-elective contributions are always 100% vested. Regular matching and discretionary profit sharing contributions can be subject to vesting schedule within a safe harbor plan. See similar questions...

Each consultant will receive a new hire packet, which includes a 401K-enrollment form. The enrollment form should be submitted to our HR department. Once this is received a 401K package will be sent which outlines the investment options. See similar questions...

Four groups have been approved as COPPA safe harbor programs so far: the Children’s Advertising Review Unit of the Better Business Bureaus (CARU); the Entertainment Software Rating Board (ESRB); TRUSTe; and Privo, Inc. Their applications and final guidelines are posted on the FTC website at www.ftc.gov/privacy/privacyinitiatives/childrens_shp.html, along with public comments on the applications and the basis for the Commission’s decisions. See similar questions...

Safe harbor 401(k) plans are required to distribute a notice to all participants each plan year. The notice contains the information required by the IRS. CRS prepares the safe harbor notice for the employer to distribute. See similar questions...

The safe harbor notice must be distributed each plan year to all eligible employees 30 to 90 days before the first day of the plan year. An employee becoming eligible after the annual notice is distributed must receive the safe harbor notice by the date the employee becomes eligible. See similar questions...

The State, school districts, schools, and each subgroup of 30 or more students for two consecutive years must reach the performance targets for increasing proficiency in reading and math to make AYP. However, there is an exception to that requirement. The State, school districts and schools may still make AYP if each group that fails to reach its proficiency performance targets reduces its percentage of non-proficient students by 10% of the previous year's percentage. See similar questions...

You are the "Plan Administrator" as that term is used in the Federal Law known as "ERISA". 401kAdministrators.com serves as the Third Party Administrator ("TPA") providing technical and administrative support services including qualified plan establishment, recordkeeping, reporting, compliance, loan administration and processing. See similar questions...

You can have a 401kBrokers.com Solo 401k plan with just one or more business partners and no other employees. It will not be subject to top heavy testing, and the anti-discrimination rules as long as your partners are 5% or greater owners or are "highly compensated" (receives more than $100,000 in income from the business (2006) and you have no other employees other than your partners. See similar questions...

Loans are available at all of our custodians up to 50% of the account balance not to exceed $50,000. The interest rate is a commercially reasonable rate. Rates considered reasonable by the Department of Labor range from a certificate of deposit rate plus 2% to the prime rate plus 1%. The rate is fixed and fully amortized. (Under our 401k program, you can have no more than two loans outstanding at any one time. See similar questions...

Employer contributions are not required; however, if the highly compensated employees ("HCE") owners, management, and key executives maybe limited as to what they can contribute if the others do not participate. See similar questions...

Yes you can. The contributions to your Solo 401k will be based on your self-employment income and not on income earned as an employee of another company. However, the two plans are treated as one for purposes of determining your maximum contribution limits. You may not defer more than $15,500 into both plans combined. For example, you may not defer the maximum as an employee at work ($15,500 in 2007) and then another $15,500 into your Solo 401k as an employee of your own company. See similar questions...

Yes we do! To be eligible you must be at least 21 years old and have completed 1,000 hours of service during any 2, 3 or 4 consecutive quarters. Enrollment is available 4 times yearly: January l, April 1, July 1 and October 1. We offer a wide range of investments with the employer matching up to $1,250.00. Employer contributions are subject to vesting. Roll-overs from previous employers are accepted. See similar questions...