IRS issues final regs. on automatic contribution arrangements.
Under these provisions, when an employee who is otherwise eligible to participate in an employer's cash or deferred arrangement (CODA) fails to make an election to do so, an employer may make automatic contributions to the plan on the employee's behalf. Generally, such employees are automatically enrolled and a default percentage of their pay is withdrawn, contributed, and invested in a prescribed manner.
The final regulations clarify how automatic contribution amounts are determined in an employee's initial period and when the employee has made an earlier affirmative election that is no longer in effect. They also:
* Prescribe rules for a midyear increase in the default percentage of an automatic contribution.
* Clarify that safe-harbor nonelective and matching contributions made under a qualified automatic contribution arrangement (QACA) are subject to withdrawal restrictions. A QACA is a CODA that is deemed to meet nondiscrimination rules by conforming to the notice, automatic deferral, matching or nonelective contribution, and other requirements of Sec. 401(k)(13).
* Provide guidance for how a multi-employer plan may meet the uniformity requirement for a Sec. 414(w) eligible automatic contribution arrangement (EACA). An EACA can allow an employee to make "permissible withdrawals" under Sec. 414(w)(2)(A) within 90 days after the first elective contribution. Such withdrawals, although immediately includible in the employee's gross income, are not subject to the usual 10 % early withdrawal penalty.
* Allow EACAs to set a deadline for permissible withdrawals earlier than 90 days.
The final regulations apply to plan years beginning on or after January 1, 2008, for QACAs and January 1, 2010, for EACAs.
Alistair M. Nevius, J.D.
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|Author:||Nevius, Alistair M.|
|Publication:||The Tax Adviser|
|Date:||May 1, 2009|
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