Updating 403 b custodial agreements
There is an exception for filing for church and related organizations (and other I. An online search tool providing a list of organizations with determination letters can be found on the IRS website at EO Select Check. Publication 557, Tax Exempt Status for Your Organization. § 501(e) is treated as if it were a 501(c)(3) organization if it is organized and operated solely to perform on a centralized basis certain services for two or more tax-exempt or governmental hospitals. Most 501(c)(3) organizations (or their parent organizations) are required to have an IRS determination as to their status. § 508 excepted organizations) and entities organized before October 9, 1969. There are only three categories of funding arrangements that can be used for a 403(b) plan: 26 C. Without such a central document for a comprehensive summary of responsibilities, there is a risk that many of the important responsibilities required under the statute and final regulations may not be allocated to any party. Employer involvement in those activities can jeopardize the non-ERISA 403(b) plan status. Such prohibited exercises of discretion include determinations authorizing, directly or indirectly through a third-party administrator: FAB 2007-02; FAB 2010-01; Dep’t of Labor Adv. The following sections outline the qualification rules for all 403(b) plans to be eligible for tax-favored status under 26 C. See 403(b) Plan Distributions for further discussion on distribution requirements. As provided in the final regulations, the existence of a written plan facilitates the allocation of plan responsibilities among the employer, the issuer of the contract, and any other parties involved in implementing the plan. Consider advising a tax-exempt employer that wishes to maintain non-ERISA 403(b) plan status to exclude from its written plan document any provisions concerning hardship withdrawal distributions, loans, plan-to-plan transfers, and acceptance of rollovers. The IRS has provided model language for 403(b) plans designed to satisfy requirements under I. The employer must be a state, a political subdivision of a state, or an agency or instrumentality of one of these.
Failure to adopt a written plan document, or to follow its terms, is a common plan defect that is correctable under the IRS EPCRS program. The written plan document can consist of more than one document. These provisions may appear instead in the annuity contract, custodial account agreement, or other ancillary document prepared by the third party administering the relevant aspect of the arrangement. Unlike the universal availability rule, these nondiscrimination requirements apply on a related-entity basis under the employer aggregation rules of I.