As we continue to face uncertain economic times and companies continue to layoff employees, it is important to remember how such layoffs could affect your plan. Although the plan sponsor may not have any intention of terminating the plan, layoffs could trigger a partial plan termination.
Below are common questions surrounding partial plan terminations:
A partial plan termination can occur if approximately 20% or more of eligible plan participants are terminated by the plan sponsor as a result of an action, such as a plant closure, a decision to downsize, or the termination of a product line. The reduction can take place over one or more plan years and still be classified as a partial plan termination.
When a partial plan termination occurs, all affected participants become fully vested at the date of termination.
The plan should reinstate the participants’ accounts with the amounts forfeited. Generally these amounts will be less than $1,000, and the plan can “force-out” those participants and distribute the funds without a participant distribution request. However, the plan should consider reaching out to those participants as they will be faced with tax consequences related to the such distributions.
If you think your plan may have experienced a partial plan termination, seek consultation from your ERISA attorney and your plan auditor.
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