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Key points
• Nondiscrimination Testing IRS Requirements
• What is included in our testing services
• Common worksheet errors• Testing failure reasons• Outside factors that impact
testing results
Nondiscrimination Testing IRS Requirements• Mandated testing for each
plan year• BESTflex plans have 9
required tests• Test and results may be
requested at audit
• Fees associated with failure to test
• Failure of a test results in taxation penalties
What is included in our testing services• All 9 tests• Worksheet and workbook
materials• Phone or e-mail assistance• Education on how to correct
failures• Testing result notification• Record-keeping of results
and tests• Guidance to prevent
failures
What is included in our testing servicesFor each type of benefit, various
testing is performed
• Health Care FSA (Section 105)– Eligibility Test *– Benefits Test
• Dependent Care FSA (Section 129)– Eligibility Test– Contributions and Benefits Test– 55% Average Test *– 25% Owner Concentration Test
• Cafeteria Plan (Section 125)– Eligibility Test– Contributions and Benefits Test *– 25% Concentration Test (key employee test) *
* Most common tests that fail
Common worksheet errors• Many fail letters sent due
to inaccurate data– Cafeteria Plan components
incorrect– Officer listed as incorrect
individual– Compensation listed as W-2
wages– Compensation reports wrong
period– Employees inactive during plan year
listed– Eligibility listed incorrectly– Employee list limited
Common worksheet errors• Cafeteria Plan components
incorrect– Appears self-employed individual
is participating– Utilization of highly-compensated
appears larger or smaller than actual
• Officer– Number of officers appears larger– Safe Harbor tests pass in error
Common worksheet errors• Compensation reports W-2
wages– Employee classified as non-highly
compensated in error– Inability to list employees from
highest-paid to lowest-paid• Compensation reports
wrong period– Employee classified as highly
compensated in error
Common worksheet errors• Employees not active
during plan year listed– Overall employee count increases– Total compensation increases– Utilization of plan appears lower
• Eligibility listed incorrectly– Tests completed or skipped in
error– Total compensation reported
inaccurately– Ratios appear more or less
balanced
Common worksheet errors• Employee list limited
– Only eligible employees listed• Eligibility testing results not accurate• Employees identified as non-highly compensated
in error• Utilization percentages inaccurate
– Terminated employees not listed• Eligibility testing results not accurate• Employees identified as non-highly compensated
in error– Related Employer employees not listed
• Eligibility testing results not accurate• Employees identified as non-highly compensated
in error• Utilization percentages inaccurate
Testing failure reasons• Health Care FSA (Section 105)
– Eligibility Test *• Reasons
– Health Care FSA participation top-heavy– Includes top 25% by pay regardless of
compensation or authority as “highly compensated”
• Options to avoid failure– Increase participation among lower-paid– Decrease participation among higher-paid– Limit eligibility to only full-time employees– Offer an employer contribution for all eligible
employees into a Health Care FSA
*Most common tests that fail
Testing failure reasons• Health Care FSA (Section 105)
– Benefits Test• Reasons
– Waiting period discrepancies– Different maximum for groups of employees
• Options to avoid failure– Same waiting period for all eligible– Same maximum election for all eligible
Testing failure reasons
• Dependent Care FSA (Section 129)– Eligibility Test
• Reasons– Too many ineligible employees
• Options to avoid failure– Hire less seasonal or part-time employees– Expand eligibility
– Contributions and Benefits Test• Reasons
– Offering onsite daycare to some employees only
– Different maximums for groups of employees• Options to avoid failure
– Offer same benefits to all eligible employees
Testing failure reasons• Dependent Care FSA (Section
129)– 55% Average Test *
• Reasons– Very small percentage of employees are
owners or highly compensated individuals and one of them participates
– Not many non-highly compensated individuals elect Dependent Care FSA
• Options to avoid failure– Owners and highly compensated individuals
do not participate
– Owners’ and highly compensated individuals’ maximums are reduced based on preliminary test findings
» Constant monitoring in case of election changes
» Constant monitoring in case of new hires» Can only modify by reducing election during
plan year
*Most common tests that fail
Testing failure reasons• Dependent Care FSA (Section
129)– 25% Owner Concentration Test
• Reasons– More than 5% owners participate in
Dependent Care FSA
– Not many employees elect Dependent Care FSA
• Options to avoid failure– More than 5% owners do not participate– More than 5% owners’ combined maximum is
limited to 33% of all other employees’ total Dependent Care FSA dollars elected
» Constant monitoring in case of election changes
» Can only modify by reducing election during plan year
Testing failure reasons• Cafeteria Plan (Section 125)
– Eligibility Test• Reasons
– Too many ineligible employees• Options to avoid failure
– Hire less seasonal or part-time employees– Expand eligibility
Testing failure reasons• Cafeteria Plan (Section 125)
– Contributions and Benefits Test *• Safe Harbor pass if company pays 75% or more
of every health plan premium for every eligible employee
• Reasons for failure– Owner, officer, and highly compensated individuals
comprising large percentage of the pre-tax insurance premiums
– Owner and/or officer participates in pre-tax insurance premiums and the disparity in compensation is not great
• Options to avoid failure– Increase participation in pre-tax insurance
premiums– Avoid 100% employer-paid single insurance plans– Increase owner and/or officer compensation– Owner and/or officer pay share of insurance premiums
post-tax– Decrease eligibility of employees
*Most common tests that fail
Testing failure reasons• Cafeteria Plan (Section 125)
– 25% Concentration Test (key employee test)*• Reasons for failure
– Key Employees participate to a more than 25% extent in total Cafeteria Plan benefit plans
– Not many employees have pre-tax insurance or FSA elections
• Options to avoid failure– Key Employees pay portion of insurance
premiums post-tax– Avoid 100% employer-paid single insurance
plans
*Most common tests that fail
Outside factors that impact testing results• Large changes in number of
employees• Implementing a HDHP• Changing plan year• Employees’ children aging
out of Dependent Care• Economy
Outside factors that impact testing results• Large changes in number of
employees– Mass layoffs
• Lowers participation among non-highly compensated employees
• Section 105 Eligibility Test at risk– Mass hiring
• New employees are ineligible: Section 129 and 125 Eligibility Tests at risk
• New employees are eligible and do not elect Health Care FSA: Section 105 Eligibility Test at risk
Outside factors that impact testing results• Implementing a HDHP
– Section 105 Eligibility Test risks• Higher interest among lower-paid
individuals• Alleviates most interest in Health
Care FSA due to HSA interaction• Limited Health Care FSA not as
appealing– Section 125 Contributions &
Benefits Test risks• Pre-tax HSA contribution inequality• Maximum allowable restricted based
on family structure
Outside factors that impact testing results• Changing plan year
– Involves running a short plan year• May decrease interest for non-highly
compensated• Highly compensated may continue to
elect causing failures• Employees’ children aging
out of Dependent Care– Highly compensated individual
continues to elect– Non-highly compensated individuals
drop
Outside factors that impact testing results• Economy
– Employees feel need to save– Employee becomes ineligible for
Dependent Care elections due to spouse not employed
– Employees’ spouses’ employer implements HDHP
– Premium rate increases• Greater percentage of compensation
in Section 125 Contributions & Benefits Test
• Employees change from family to single coverage
Summary of key points• Annual plan testing required• Testing services included in annual
renewal fee• Accurate and complete worksheet needed
for accurate results• Complexity of tests and various
definitions of highly compensated make pass/fail predictions difficult
• Even preliminary testing is not a guarantee
• Main ways to avoid failure– Reasonable eligibility standards– Higher Health Care FSA participation (employer
contribution)– No Highly Compensated Individual participation
in Dependent Care FSA– Have all employees pay a portion of premiums
pre-tax• Unavoidable outside factors can
cause failure
Questions?
• Any questions can be addressed by e-mail or phone at your convenience
Compliance Department608 831 8445800 346 [email protected]
http://www.ebcflex.com/NewsCenter/ComplianceBuzz.aspx
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